Personality Profiling: Straightforwardness v Persuasiveness and Firmness v Flexibility
This is the first in a series of articles that explore the role of personality profiling in recruitment. The full series can be found at monarchpersonnel.com.
Personality profiling gathers information about a candidate. The resulting data tells us much about them and their suitability for different roles. Profiling gives recruiters valuable insight that significantly improves the selection process.
Monarch Personnel have long advocated the use of personality profiling. While there will always be human intervention in the selection of candidates, personality profiling digs deep to establish their motivations, behaviours, ambition, team work, values and much more.
The benefits don’t just lie with recruiters. Candidates learn about themselves, and can use personality profiling to consider a suitable career path.
How does the personality profile test work?
The profiling tool used by Monarch asks candidates to complete over 100 questions about themselves online. They select one of the two possible answers, per question, as being most true.
Algorithms work on the data and results are produced across two main areas:
- Behaviour and Personality
- Motivations, Aspirations and Values
Both areas are broken down into 7 further sections, so 14 in all. For each section, a score is given along with an interpretation of that score.
The interpretation is broken down into:
- Environment and roles
- Interaction with others
- Potential weakness
In this article we will take a look at the first two Behaviour and Personality sections which are:
- Straightforwardness v Persuasiveness
- Firmness v Flexibility
Straightforwardness v Persuasiveness
Let’s start with a couple of definitions:
Straightforwardness: being authentic and direct in communication, with a need to remain transparent.
Persuasiveness: the ease with which an individual is convincing, and influences others by using tact and adapting their speech for an audience.
Here, the results give an indication of how well a candidate can convince others to act to achieve a desired result. The higher the persuasiveness score, the more convincing, influential and strategic they can be. A higher straightforwardness score indicates a more direct approach that is less tactful and more blatant.
Candidates that score highly in persuasiveness will thrive in roles where they need to convince others to succeed, such as sales, advertising and operations.
Those scoring highly in straightforwardness might be better suited to roles such as finance, administration and IT that deal with the processing of factual data and have less of a need for charm!
Firmness v Flexibility
Firmness: a tendency to defend one’s own point of view and remain determined during exchanges with others.
Flexibility: a willingness to be open and make concessions when dealing with others to seek consensus and avoid conflict.
Candidates who score highly on firmness will ensure their ideas are heard in team discussions and meetings. Compromise can be difficult and these candidates don’t shy away from conflict.
A high flexibility score indicates a candidate who is accommodating and cooperative, and willing to change their mind. They’re usually not firm negotiators.
A candidate with a high score in firmness would be best suited to roles where decisions need to be made and tough negotiations are part of the role such as procurement, team leader and operations. Those who score highly in flexibility would thrive in positions where finding the middle ground is required, such as client liaison, business development and project management.
Look out for the next article
Our second article in this series will be published next Wednesday 18th August when we will be looking at the next two sections of personality profiling: Introversion v Extroversion and Emotional Sensitivity v Emotional Distance.
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