In the hiring process, cultural fit has become a big consideration in hiring the right person.
You want to be sure you hire someone who will fit into the company, the role, and even into particular teams. You don't want to hire a lone wolf for a customer-facing job, or someone who needs plenty of direction for a virtual position.
When hiring, personality can sometimes even trump qualifications when it comes to finding someone who will grow with the position.
According to 2012 research from the Society for Human Resource Management, about 20 percent of employers use personality assessments during the hiring process. A further 71 percent indicated these tests can be useful in predicting organizational fit and job-related behavior.
But should you really put away your personality assessments once the hiring work is done? Does personality no longer matter once the offer letter is signed?
