Key Takeaways
- Emotional stability, optimism, stress-tolerance, and integrity are four traits of interest to take into account when understanding the nature of the role and who may be best suited for the position.
- All four traits also have a low end in which alternate soft skills can be found.
- Understanding job requirements beyond technical skills can lead to better hiring decisions. Matching the psychological traits of a role with the employee’s tendencies and inclinations is more likely to lead to improved job performance, job enjoyment, and satisfaction, and therefore better retention.
The Role of Emotional Stability in Recruitment
Emotional stability is a key psychological trait that can significantly impact an employee’s performance and job satisfaction. Individuals with high emotional stability are better equipped to handle stress, setbacks, and pressure, making them ideal candidates for roles that require resilience and a cool head. For instance, positions in sales, customer service, and roles involving the handling of dangerous equipment or monetary assets benefit greatly from employees who exhibit high emotional stability.
However, on the other end of the spectrum sits emotional fluctuation, which can bring tendencies of sensitivity and empathy to an individual that can be beneficial in roles requiring high emotional intelligence. Understanding the level of emotional awareness required in a particular job can help in making more informed hiring decisions which match the nature of the role to the natural inclination of the individual.
Optimism and Job Performance
Optimism is another psychological trait which plays a crucial role in job performance. Optimistic individuals tend to have a positive outlook on life and are more likely to see challenges as opportunities rather than obstacles. This positive attitude can lead to higher job satisfaction and better performance, as optimistic employees are more likely to stay motivated and engaged even in the face of difficulties.This trait is also crucial for leadership positions in which inspiring others and keeping up team morale is necessary to maintain a vision or goal.
In contrast, individuals with more pessimistic tendencies may feel more beaten down by challenges or may struggle to maintain a positive attitude. However, they may also bring a level of realism and caution that can be beneficial in certain roles surrounding risk assessing and project management. In fact, a strong team will always be made up of individuals from both ends of the spectrum to ensure there is hope, drive, and creativity, as well as practicality, reality, and logic. Understanding the levels of optimism and pessimism required for each role when building a team can help in selecting candidates who are more likely to thrive in that role and balance each other out.
Stress Tolerance and Its Impact on Job Performance
Stress tolerance is the ability to remain calm and composed under pressure. High stress tolerance is particularly important in roles that involve high levels of stress and pressure, such as emergency services, healthcare, and high-stakes financial roles. Employees with high stress tolerance are more likely to perform well under pressure, experience focus within a demanding or threatening environment, and are less likely to experience burnout. On the other hand, these individuals may also in fact require stress or pressure to motivate them. Having a tendency to work well under stress can lead to individuals leaving things to the last minute in pursuit of that experience of pressure-fuelled fast-paced focus work. Therefore, individuals with this tendency may be less suited to roles which warrant overlapping deadlines and simultaneous projects. As such, matching the role to the individual is essential for both meeting the demands of the role for the organisation, and bolstering job satisfaction for the employee.
Conversely, individuals with lower stress tolerance may struggle to cope with high levels of stress in these circumstances and may be more prone to burnout. However, these individuals may therefore be comfortable working in roles or sectors which entail repetitive or unvaried tasks which are equally as essential in our society, such as the cleaning industry or manual administrative jobs. These roles would typically require someone with patience who does not work in pursuit of thrill or excitement and is comfortable working at a steady pace. Again, having a clear indication of these soft skills requirements in each role will lead to more successful role placements.
The Importance of Integrity in Recruitment
Integrity is a psychological trait that relates to trustworthiness, honesty, and morality. This is particularly important in roles that involve handling sensitive information, managing monetary assets, making decisions around legality, or ensuring personal security. High integrity can also lead to higher levels of trust and collaboration within a team, which can improve overall team performance.
On the other side, lower levels of integrity are often associated with risk-taking and strategy, including having to make difficult business decisions which have short-term risk but long-term gain. Individuals on this end of the spectrum may be more prone to impulsive behaviour and may struggle to maintain trust within a team. However, they may also bring a level of creativity and innovation that can be beneficial in certain positions that require entrepreneurship and business acumen. Understanding the level of integrity required for a job can help in selecting candidates who are more likely to thrive in that role.
Building the Right Teams
Successful recruitment is not just about finding the right individuals but also about building the right teams. Understanding the psychological traits required for different roles can help in creating teams that are well-balanced and capable of working together effectively. A team with individuals made up of those with emotional stability, those with emotional fluctuation, optimists, pessimists, those with stress tolerance who chase the excitement, and those in more routine roles comfortable with the more repetitive tasks, covers all eventualities and is more likely to perform well despite setbacks and achieve its goals.
In addition, understanding the psychological traits of team members can help in identifying potential areas of conflict and finding ways to address them (we have an excellent Team Strengths Report that can help you here). For instance, a team with a mix of high and low emotional stability may experience conflict due to differences in how team members handle stress and setbacks. Understanding how each individual experiences these differences and getting them to see the situation from the others’ perspective can help in finding ways to create harmony and improve team fluidity.
Conclusion
Understanding the psychology behind successful recruitment is crucial for making informed hiring decisions and building effective teams. By considering psychological traits such as emotional stability, optimism, stress tolerance, and integrity, we can select candidates who are more likely to thrive in their roles and contribute to the success of the organisation. Furthermore, the likelihood of these individuals experiencing job satisfaction and enjoyment will be increased, reducing turnover.
At Clevry, we are committed to helping organisations make better hiring decisions by providing insights into the psychological traits required for different roles.
Please speak to one of the team to find out how we can help you.
