The Implications of Various Personality Types During and Interview

The study of human personality has been an unending pursuit in the field of psychology. With various theorists providing their input on this interesting aspect of the Han mind, the theories have now found importance and pertinence in the job selection process as well. There is no doubt that understanding the core personality traits of a person can come in handy in predicting their behavior in the future, leading to better candidate selection. Keeping this in mind, let's focus on the five personality traits that were proposed by McCrae and Costa which compose the five-factor model of personality. While it is true that core personality traits cannot be particularly altered, you can definitely work on traits that are considered more valuable by interviewers to crack the job. Here are the five personality factors and their implications: 

Extraversion

Extraverts are sociable, likable, energetic, assertive, active, and adventurous. You may generally see them as the life of the party or those who always take up the active role of leaders when given an opportunity. Extraverts are highly appreciated and are often in demand by interviewers because they are good team players. Since these people are good at working together and have no trouble being sociable, they can be expected to take leadership roles and often are very enthusiastic about new opportunities. However, since extroverts are extremely sensation-seeking, it can become a hindrance if the job profile demands the opposite. Hence, extraversion to a certain degree is considered optimal, beyond which, it can get problematic. 

Neuroticism

Neuroticism is one of the most pervasive domains and contrasts adjustment or emotional stability. High scores in this domain indicate a general tendency for experiencing negative effects like anger, anxiety, hostility, embarrassment, humiliation, and more. From an interviewer's point of view, neuroticism is not an appreciable scale. However, those with moderate scores on neuroticism are known to be hardworking, punctual, and stringent about their work. 

Openness

Openness has become extremely important in today's day and age. Those with high scores on openness have a sense of aesthetics, are aware of their inner feelings, are active, and most importantly are willing to entertain novel and unconventional ideas. Openness indicates a nonjudgemental attitude which is very important for interviewers. As the corporate sector is becoming more proactive in sensitivities training, those with high openness are assets to the company. These are divergent thinkers that display high levels of creativity while also supporting and respecting individual differences.

Agreeableness

Agreeableness is an important domain that concerns people's interpersonal skills. An agreeable person is sympathetic, helpful, and fundamentally altruistic. Agreeableness is not only psychologically healthier but is also a trait often being looked out for by interviewers. Every company needs such individuals who can maintain a sense of rationality, especially if the environment is generally tense. Cooperation is at the core of any work environment, and there are no better team players than those with high scores on agreeableness. 

Conscientiousness

Conscientious people are extremely important in any corporate office. These are people who are strong-willed, purposeful, and extremely determined. They have strong impulse control and are known to be reliable and punctual. Possessing this trait is considered apex for job interviewers and can increase your chances of being selected for a job role. 

With these traits in mind, you can mold your character in time, to provide the job interviewer with what they are looking for. However, faking personality traits is never appreciated as they will be revealed at one point or the other leading to more trouble.