By Michael Gidlewski

As I discussed over the past few weeks, The Achiever Assessment Report measures both mental aptitude and personality traits. Using this assessment provides managers with an objective view of each applicant by comparing each to a benchmark – the ideal candidate.

This process increases the probability that the manager will hire the right person for the position – a high performer who will thrive in that role. The assessment process also helps in the development of training programs to maximize effectiveness, productivity, and job satisfaction.

I cannot stress enough how critical it is that the personality type of the applicant matches the job they will be doing. This week, I want focus on the personality traits measured by the Achiever, what they mean, and how knowing this information about your potential employee will benefit you and your business:

• Energy: Gives hiring managers insight into the applicant’s energy level and drive, as well as how the person responds to stress. Will the candidate be self-motivated or slow to act? Will he/she be able to handle the workflow of the position?
• Flexibility: Provides information about how well the candidate adapts to change and if he/she will act with integrity. Will the candidate be honest and reliable or cut corners and be inconsistent?
• Organization: Indicates how skilled the applicant is at time management and organization. This dimension also tells managers what type of organizational culture the individual will thrive in. Is the role to be performed highly structured or ever-changing? You will want to know if the individual will be a good fit.
• Communication: Indicates whether the individual is naturally introverted, extroverted, or both. Does the position require the individual to interact well with others or to work alone? The scores in this dimension also reveal level of attention to detail.
• Emotional Development: Reveals an individual’s level of self-confidence, patience, and tolerance. Scores in this dimension also measure a person’s maturity level and ability to adapt.
• Assertiveness: Does the position require a leader or follower? This dimension uncovers a person’s dominance and decision-making ability.
• Competitiveness: Indicates the degree to which a person is motivated by competition and desire to win individually.
• Mental Toughness: Measures ability to persevere and deal with adversity. How well will the candidate be able to overcome obstacles? This dimension also gives insight into a person’s physical and mental stamina.
• Questioning/Probing: Measures the individual’s desire to ask questions and probe rather than accept things at face value. Is the individual naïve and gullible or overly cynical?
• Motivation: This dimension measures how an individual is best motivated. Is the candidate driven by security, recognition or financial gain? Does the position and organizational structure provide what this person needs?

As you can see, understanding personality traits of your candidate is fundamental to knowing whether he/she will flourish and excel in your organization. The Achiever Assessment will save you and your business time and money and will increase the likelihood that you choose high performers during your hiring process.

If you are the CEO or COO of a business responsible for hiring, we want to help you move your organization in the direction of its goals. E-mail catalyst@achievable.com before Feb. 25 for one free achiever assessment.

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Michael Gidlewski is President of West Chester-based Achievement Unlimited, Inc., as well as a growth catalyst and motivational speaker. He works with motivated business owners and entrepreneurs to clearly define the elements of what they dearly want their businesses and lives to look like, then helps them connect all the moving parts that make up those visions to consistent action and habits. Michael can be reached at 610-793-6609 or via e-mail at michael@achievable.com.

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