Christopher Flinn, Petra E. Todd and Weilong Zhan
As a Behaviouralist specializing in the Big Five personality framework, this study offers fascinating insights into how personality traits influence job-seeking behaviors. I found three particularly surprising findings that stood out:
- Conscientiousness and Over-Preparedness
Conscientious individuals are often prized in recruitment for their reliability and attention to detail. However, this study reveals a double-edged sword: candidates high in conscientiousness may overprepare and delay submitting applications, seeking perfection in tailoring resumes or preparing for interviews. This insight underscores the need for recruiters to balance expectations, offering clear timelines and emphasizing that “good enough” applications can be successful. - Extraversion and Networking Fatigue
Extraverts are often associated with strong networking skills, which indeed makes them highly effective in securing interviews through personal connections. Yet, the study reveals an unexpected downside: extraverts may experience “networking fatigue,” as their active social engagement can lead to burnout when job searches are prolonged. Employers could leverage this by encouraging structured and time-bound networking strategies during recruitment campaigns. - Neuroticism and Persistence
High neuroticism is typically viewed as a hindrance in job searches due to increased anxiety and self-doubt. Surprisingly, the study highlights that individuals high in neuroticism often demonstrate remarkable persistence in applying to jobs. This persistence stems from their heightened need to secure employment to reduce uncertainty. Recruitment systems that provide timely feedback can help such candidates feel reassured and stay motivated.
Here are some take aways for organizations.
- Conscientious Candidates: Consider structured assessments to evaluate preparedness without disadvantaging those prone to perfectionism.
- Extraverts: Tailor recruitment events to avoid overloading social activities that could deter or exhaust strong networkers.
- Neurotic Applicants: Offer supportive and transparent feedback mechanisms to retain and engage this unexpectedly resilient group.
By recognizing the nuanced interplay of personality traits, companies can refine their hiring processes, fostering inclusivity while identifying candidates whose behaviors align with role requirements and organizational values.
Would you like a more specific focus on recruitment strategies for one of these traits?
Cognition & Commerce. 