Five Personality Patterns Of Excellent Employees

The general HR manager may take it for granted: go to those who have done this kind of work; if you can't find a perfect match, find a candidate who is as close as possible to his work in practical experience.

Dr. Sarah is a famous management trainer and psychologist who works in the field of organizational performance.

"The important part of recruitment is to distinguish which aspects are culturing and which aspects are difficult to change," she explained. "By the time we were 25, our personality had been largely determined.

It is much harder to change a person's attitude and interpersonal skills than to change his technical and business knowledge. "

Therefore, we should make use of the five personality patterns to choose employees. Of course, we can also use these five personality patterns to strengthen ourselves and know ourselves, so as to increase the success rate of our application.

For 1 centuries, psychologists have been studying people's personalities to predict people's lives.

Various theoretical models are also proposed.

One of the models has won wide recognition in the past 10 years. It is called the 5 character pattern.

These 5 characteristics of personality patterns include:

1, strict self-discipline.

Responsible, prudent, orderly, persevering and diligent.

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People who lack strict self-discipline are easily distracted or appear contradictory, impulsive, unreliable or irresponsible.

People who are strict and self disciplined will work hard to solve a specific problem (eventually changing to the unremitting pursuit of clarity).

Those who scored higher were orderly, constantly exceeding expectations and conscientious.

2, openness

A person's open mind, curiosity and deep point of view and originality.

Highly conservative, imitative and overcautious behaviors are characterized by lack of openness.

People who score higher in this aspect tend to be imaginative and creative, and are willing to pursue cultural and educational experiences.

They are eager to change.

Those with lower scores are relatively more down-to-earth, more realistic, less interested in new things, willing to repeat past behaviors, and are more accustomed to doing routine work.

3, affinity

Tolerance, kindness, courtesy and willingness to support others.

Suspicion, preparedness, self centeredness, stubbornness or indifference are antagonistic to affinity.

People with higher scores in affinity tend to be willing to trust others and modesty to cooperate with others, while those with lower scores are more aggressive, less sympathetic and less cooperative.

4. Extraversion

Easy-going, sociable, sociable, talkative, ambitious and stimulating temperament.

Quiet people - those shy, introspective, conservative or reserved - tend to be more introverted.

Extroversion is often associated with self-confidence or conceit, and is associated with persuasion or compelling desire, while introversion is related to personal interests, introspection and in-depth analysis.

Act appropriately and appropriately, be calm, reliable, rational and optimistic.

People with low emotional stability tend to be anxious, angry, distracted, self-conscious, nervous and easily lose confidence.

They are more willing to find objective reasons for their failure.

Those who scored higher on emotional stability tended to be more relaxed, more patient, able to work under pressure and deal with depression.

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