The process of selecting the staff of a company is more important than it seems since it can double sales or simply break the organization. The impression of the people in the interviews does not always reflect what they truly are.
Many directors are not really aware of this situation, and make hiring based on the first impression, which can be very good or awful.
The impression of a person is not directly linked to their productivity. The first step to follow when making an interview is to ask about the measurable results of the work done in previous work. Productive people are often distracted, impatient, are not aware of the details unless it is something punctual since they consider that their attention should be focused on issues important to their results.
A productive person is waiting to be discovered, not praised. Many companies have a worker who cannot make a good impression, but the results speak for themselves. On the contrary, there are others who are totally social, created a lot of empathy with people, but its management is not the best.
The theme of the impression of individuals is present in all areas of life. Many choose a romantic partner for the wrong reasons, after a long time to realize that this has damaged their quality of life as they are no longer happy. In this sense, it is better to take the time to learn, observe and analyze before making a decision.
The observation does not always reflect what is said of people. In this sense to achieve a good selection of personnel, observation is crucial in terms of attitudes; these indicators can be decisive to make a decision.
Not every productive person loses time in the details necessary to make a good impression, prefers to use that energy to reach the goal, to be efficient, efficient and deliver optimal results. You should carry out processes of recruitment and selection of people, based on very accurate on productivity and personality, which are fundamental elements for the success of recruitment.
The company runs several tests both for candidates for a position, as well as for people already working in an organization, who give very accurate results about who they really are and what can be improved on them. These premises provide the company tools to make more productive teams and more profitable companies.
Going beyond the impression of people, whether in a selection process or in personal life, to choose someone at a given time, would save future problems. There are no right or wrong personality traits; they simply have to be in line with what is expected of them and what they are needed for.