Personality Interviewing, The Basics

 

The concept of personality interviewing has been a topic of debate among psychologists, researchers, and hiring managers for decades. While some argue that personality interviewing is an effective tool for selecting the best candidate for a job, others claim that it is a flawed and unreliable method that can lead to biased hiring decisions. 

On the one hand, proponents of personality interviewing argue that it provides valuable insights into a candidate's personality, behavior, and values, which are essential in determining their fit for a particular job role. By asking questions that assess a candidate's attitudes, motivations, and emotional intelligence, hiring managers can get a sense of how well they will adapt to the company culture and work environment. For instance, a candidate who is introverted and prefers to work independently may not be the best fit for a team-based role that requires frequent communication and collaboration. By identifying these traits early on, hiring managers can avoid costly mistakes and ensure the selected candidate is well-suited for the position.

On the other hand, critics of personality interviewing argue that it is a subjective and unreliable method that can lead to biased hiring decisions. Research has shown that interviewers' biases and stereotypes can influence their judgments and lead to unfair treatment of certain candidates. For example, a hiring manager may unintentionally favor candidates who share similar personality traits or characteristics, thereby overlooking more qualified candidates. Furthermore, candidates who are skilled at presenting a false persona or hiding their true characteristics can easily manipulate personality interviewing. This can lead to the selection of candidates who may not be the best fit for the job, resulting in poor job performance and high turnover rates.

However, I argue that personality interviewing can be a valuable tool in the hiring process if used in conjunction with other assessment methods, such as skills testing, reference checks, and behavioral-based interviews. By using a combination of methods, hiring managers can get a more comprehensive view of a candidate's qualifications, skills, and personality, reducing the likelihood of biased hiring decisions. Additionally, using standardized interview protocols and trained interviewers can help to minimize the impact of biases and ensure that the selection process is fair and objective.

In conclusion, while personality interviewing has its limitations and potential drawbacks, it can be a valuable tool in the hiring process when used in conjunction with other assessment methods. By recognizing both the strengths and weaknesses of personality interviewing, hiring managers can use this method to identify top talent and make informed hiring decisions. Ultimately, the key to effective hiring is to use a combination of methods that provide a comprehensive view of a candidate's qualifications, skills, and personality, rather than relying on a single method that may be prone to biases and limitations.