At Crystal, we understand it can be difficult to recruit the right people for the right roles.
As teams grow and the demand for more people increases, there are many problems recruiters face:
When you need to make quick, efficient decisions and it seems like there’s limited time to look for the right people, it can all seem a little overwhelming.
Focusing solely on filling a position quickly can result in wasted time and money if the wrong candidate is picked for a position. This is why the best recruiters take time to get to know candidates to understand how they’ll fit with the positions’ unique circumstances before making a decision - not just if the experience matches up. The problem is there isn’t always time to invest energy into each candidate. So how, then, are you supposed to pick the right people?
Here at Crystal, we’ve created a few tools to help understand how different people work. Our unique Personality AI technology can quickly assess an individual’s personality and offer advice on roles and responsibilities that best suit them, which can make it easier for you to build the perfect team for your company.
At Crystal, we use a framework called DISC to better understand individual personalities. This classifies personalities into a few categories we refer to as D (dominance), I (influence), S (steadiness), and C (conscientiousness). By categorizing personalities in this way, we can understand how to communicate with others in a way that helps them understand and relate to us. For example, a candidate who is an S-type (supportive and people-oriented) is unlikely to appreciate a data-focused, impersonal conversation. They may become bored or frustrated, missing the point of the discussion entirely. On the other hand, if they were a C-type (analytical and questioning), they would probably appreciate a discussion that focuses on specific, concrete facts and avoids involving personal feelings. To read more about DISC types, visit our Personality Hub.
Though most of us are conditioned to adapt to the interviewer when trying to get a job, everyone tends to have a style of interview they most prefer. When all interviews are done in the same way, despite the personality differences of the candidates, important strengths, blind spots, and unique qualities might be completely overlooked, which can mean the difference between hiring a perfect fit for the role and accidentally picking someone who doesn’t actually fit your needs.
By conducting interviews in a way that gives the candidates a chance to be themselves, you’re more likely to have a better, more well-rounded understanding of what each person has to offer.
More straight-forward, logical types D-types and C-types tend to prefer businesslike, focused interviews. They like to get right to discussing the important information, like compensation, day-to-day tasks, and specific expectations to understand the job.
People-oriented I-types and S-types tend to prefer more personal, light-hearted interviews which give them the opportunity to build personal connections with the interviewer. They are likely to appreciate being asked about their life outside of work, as well.
Sometimes, even if the interviews go well, we make bad decisions because we get too caught up in past experiences. For example, a recruiter in the auto sales industry may have a bias toward direct, assertive sales people. However, this specific sales position might be better suited for someone who is more enthusiastic and warm.
To help you eliminate any bias, Crystal developed an innovative hiring tool that offers accurate insights for each unique position and work environment to ensure you’re hiring based on expected role behaviors provided by the whole team, rather than on past experience.
Read more about Crystal’s Role Reports in our full-length Recruiting Ebook.
People tend to thrive in positions where they feel energized and excited. Though some people can do well with responsibilities outside of their comfort zone, most people are more efficient and comfortable in roles where they can work in their natural style.
Assertive, confident D-types do well in roles where they can produce significant, measurable results. They like to set and achieve big goals and thrive in settings allowing them to move up the ladder. They will likely feel drained in positions requiring them to meticulously build close relationships or remain sensitive to the unspoken needs of others.
Optimistic, creative I-types thrive in positions where they have opportunities to think up new ideas and interact with new people. They tend to feel drained when they are pushed to focus closely on details and abide by an unnecessary schedule.
Patient, considerate S-types usually do well in positions where they have a sense of stability. They tend to be energized by working closely with others and following a predictable routine. S-types may feel overwhelmed in roles requiring them to be detached or blunt and abiding by strict deadlines.
Reserved, logical C-types tend to thrive in roles where they have plenty of space to work independently from others and can utilize their unique expertise. They will likely feel drained if required to frequently present information to large groups of people or remain sensitive throughout emotionally-charged situations.
By making sure people are in positions driving and motivating them to succeed, you’re more likely to create a smoothly-running workflow and a positive, well-balanced team environment.
As the world becomes more fast-paced and recruiting processes become streamlined, it’s important to not overlook the significance of understanding people. By learning more about the role personality plays in how people fit into a specific position and work environment, you can prevent unnecessary turnover and avoid missing out on the best candidates. Though the task can seem overwhelming, there are modern, innovative Personality AI tools, like Crystal, which make it easier than ever to find the right people for you.