In a 2013 survey of over 500 business development, communications, and tech industry leaders, 78% identified personality as the absolute most desirable quality in a potential employee. Meanwhile, skill-set was ranked only the third most important at 39%, following behind cultural alignment at 53%.

Are you someone that looks for candidates who can “hit the ground running” because they already possess the required skill set? While the learning curve may be a concern for busy practices looking to fill positions quickly, there are pitfalls to only interviewing based on skill set. Remember, skills can be taught, but the right attitude and personality cannot.

We recommend focusing on finding someone with a great personality and putting the time into onboarding that employee and cultivating their talent. Personality conflicts between a new hire and their superior are one of the leading reasons for employee turnover. Incorporating behavioral questions in your interview process can uncover how different personality types would handle certain situations and really tell us a lot about if they will be successful. CQ’s recruiters work closely with their accounts and are experts at finding the ideal candidates for each practice, as no two practices are alike.

Below are some traits that we can interview for during our recruiting process to find the personality that best fits your practice’s culture:

• Ability to learn/adaptable to change
• Response to stressful situations and constructive criticism
• Analytical skills
• Teamwork and social skills
• Integrity, honesty, empathy
• Determination and drive for success
• Accountability/ownership of responsibilities

If you are interested in learning more about specific questions that you can ask during the interview process, please reach out to CQ’s Recruiting Department at recruiting@cq-partners.com.

Source: Hyper Island Executive Study, 2014