Personality is Key in Recruitment according to Richard Branson

In a recent article published on LinkedIn, business tycoon Richard Branson explained how he puts a person’s personality above everything, even skills, when selecting new employees.

He explained that the reasoning behind this approach is quite simple; most people can learn a new job within three months and understand the ins and outs of a job and he advises employers look first at the personality and, only when you’re satisfied there, look at the a person’s experience and qualifications.

Finding people who are willing to pitch in wherever they’re needed and who will become key team players is vital to building a solid and reliable workforce.

At the same time, however, Branson also cautions against making snap judgements about a candidate’s personality and points out that within the context of an interview, people with an extrovert personality can appear over the top and introverts can appear to be too quiet.  His advice is to take your time and make the effort to look beyond the interview nerves and find a person’s true personality.

But how do you gauge a person’s real personality in the somewhat artificial setting of one, two or even three short interviews?  How will the person behave in a more natural setting and are they modifying their behaviour for the purpose of the interview?

One way that employers can rapidly assess a prospective employee’s suitability for a role and gain an insight into their true personality is a profiling tool known as PRISM.

Designed specifically to pinpoint the behavioural preferences of an individual that directly relate to work performance and relationships, PRISM is a neuroscience based tool that provides three separate maps or profiles of an individual’s behaviour. The key indicators that PRISM will identify are:

  • The natural behavioural patterns of an individual
  • The extent to which the individual modifies their natural behaviour to achieve objectives
  • The pattern of behaviour that the individual favours most of the time

PRISM helps employers by quickly identifying a shortlist of candidates from a potentially very large list of applicants and allows recruiters to concentrate on those most suitable for the job, in essence, Richard Branson’s own recruitment strategy made easier.

You can also apply PRISM to the organisation as a whole and discover the culture that the organisation is projecting as well as mapping individual teams in a similar fashion.

If you would like to find out how PRISM can help you follow the Richard Branson recruitment model of putting personality first and would like to understand the culture of your own organisation better then contact Jacinta Faulkner, our qualified PRISM practitioner today at Perficio Potential for more information.


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