Job Candidates Personalities as a Crucial Factor of Human Resources - Essay Example

At the senior management level, an individual get hired due to his competence. This is because an individual competence in various leadership fields helps him or her to easily manage the company resources, staff, and operations in an effective manner for the success of the organization (Daft, Richard and Lane 129). It is also true that many job candidates get fired due to their personalities as opposed to their poor performance. Companies have started to realize that job candidate’s personalities are crucial factor when it comes to their performance and success in any field they are working in (Daft, Richard and Lane 127). This has greatly influenced the firm owners to fire the senior managers whose personality is not up to their expectation. Firms only prefer job candidates whose personalities fit the job and the organization culture in general. Companies have started to realize that even if a candidate job was very successful in the previous company, then his or her personality should rhyme with the new company culture and job for him or her to perform, failure to which they will opt to fire him or her irrespective of whether he was performing well in his or her previous job (Daft, Richard and Lane 117). Personality has proven to be the predictor of the future job related behavior. It has been approved to be more effective than interviews (Daft, Richard and Lane 129). This is because company productivity exponentially increases in the long run, only when companies perfectly supplements interviews with a validity of personality assessment. In a real world, the personality of an individual holding position at the senior management level will in the long run influence the company’s results after the “honey moon period” is over. At this instance, the senior manager is subjected to a great work pressure, thus their personality will determine how they will react to the environment (Daft, Richard and Lane 133). If a manager has a good personality, he or she will be at that moment be in a position to personally take effective proactive steps to prevent a potential failure in the company’s daily operations. Organizations which are lucky to hire a senior manager with a good personality stand a chance to have a competitive advantage in the market, because the leader will be in a position to effectively and strategically staff critical roles in the company (Daft, Richard and Lane 127). This implies that for companies to be successful, they should not only use interviews as the direct selection of its job candidate for the post of senior managers, but also be keen to critically evaluate the person’s personality. For any organization to hire senior managers who are crucial in the company operations as they are entitled to making long term decisions of the company, they greatly considers an individual measurable knowledge, skills, ability, and behavior that is believed to hugely contribute to successful performance in a given role (Kouzes, James and Posner 321). Various companies keenly evaluate the competency levels of various managerial post aspirants before making a vivid decision on who to finally give the task to be a senior manager in that particular organization. Companies evaluate individual competency levels to help them get the foundation for integrated human resource management (Kouzes, James and Posner 201). They also use competencies to determine their recruitment and selection. For each individual senior management position that is advertised by different companies, a competency profile is developed. The profile considered mostly includes competencies that are mainly considered very crucial and vital to a successful performance in the senior management level. During the hiring of a senior manager in any organization, the recruiting panel keenly considers various competencies levels of the aspiring individuals. Mostly the panel keenly looks at the executive leadership competencies like; the applicant organizational awareness, applicant coaching and team development ability, applicant organizational commitment, individual applicant relation building potential, individual applicant result orientation, and finally individual applicant strategic thinking (Kouzes, James and Posner 101). The individual person who meets all these levels of competencies is then considered to be the best suited to the task of heading the senior management department of that particular organization. For an individual person to be appointed in the position at the senior management level, he or she should have greater competency in team development and coaching. The individual must be in a position to effectively be able to develop a highly motivated individuals and teams in a manner that the organizational goals will be achieved (Kouzes, James and Posner 222). The individual must be in a state to encourage company employees to develop and grow, to perform to the best of their abilities and lastly to be in a position to readily acknowledge the contribution and effort made by each employee in their respective duties and roles. An individual who is able to easily model public service values and train the junior on the significance of demonstrating these values in their daily chores highly stand a chance to be selected at the position of the senior management level. This is because a person with such ability is considered to be well advantaged as he or she can be able to empower the junior employees in the organization through his ability to perfectly delegate duties, champion for new initiatives and also encourage and stimulate other employees to change (Kouzes, James and Posner 291). An individual, who has result orientation competency, has ability to drive for results thus creating a greater chance for the company’s success as well as still upholding a keen focus on the firm’s strategic goals (Kouzes, James and Posner 151). Individual senior managers with such competency always strive to propel the company forward while still effectively and efficiently optimizing on the use of available resources. The individual with this level of competency, stand a better chance to create and negotiate a better deal for the company as well as engaging on programmes that focuses on the attainment of the company set goals without necessarily sacrificing public service values. A higher competency levels of the strategic managers, enables them to correctly anticipates and plan for the company’s future operations without much deviations. This is because a high competency level allows the manager to execute sound judgments whenever he or she is faced with problems (Kouzes, James and Posner 251). Individuals with higher competency level mainly develop creative programmes that aid the success and prosperity of their firms. All these practical benefits derived by employing job candidate with high competency levels has attracted many firms to hire the available few individuals who have competency in various fields of operations as senior managers in their firms. Works Cited Daft, Richard L, and Patricia G. Lane. The Leadership Experience. Mason, Ohio: Thomson/South-Western, 2005. Print. Kouzes, James M, and Barry Z. Posner. The Leadership Challenge. San Francisco, CA: Jossey-Bass, 2007. Print. Read More