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Personality: The Ultimate Brand Identity

Move over GPA, it’s time to embrace the true essence of who you are! In today’s competitive recruitment landscape, companies declare personality as the ultimate game-changer in the recruitment process.

Gone are the days when technical skills and academic degrees alone sufficed. Employers are now looking for personalities that add value to their company’s culture and ideals, understanding that a person’s character significantly influences their career performance. Get ready to unlock the power of your personality and revolutionize your career!


What does it mean to be your own brand?

I, as a 21-year-old university student, have given several job interviews and noticed a pattern of companies increasingly asking questions related to my personality rather than my qualifications. This prompted me to question what it truly is that companies nowadays are looking for.

Most successful people these days (whether it be in an industry) have created a brand identity for themselves. And, the secret is that they are their own brand. What this really means is that these individuals are authentic to who they are, embrace their innate characteristics, and use them to their advantage.

Shifting away from norms

Cultural fit and team chemistry have become incredibly important factors in recruitment processes. This shift is anchored on psychological ideas such as the Trait Theory, which indicates that personality traits predict behavior. Employers understand that a candidate’s personality is critical for integrating into the team, creating a cooperative work atmosphere, and improving overall team performance.

Personality has also become a valuable indicator of potential success in a role. The Big Five personality traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism) are associated with work success and satisfaction. Therefore, an individual’s personality becomes their brand identity, as employees are seen as ambassadors of these qualities. A team with diverse personalities can boost the company’s image, promote innovation, and establish a corporate culture of independence and liberty.

Traditionally, recruiting procedures prioritized technical talents and academic degrees, expecting that these would lead to success. However, the changing demands of businesses have encouraged a transition towards a Competency-Based Strategy. Employers have realized that technical capabilities alone are insufficient for long-term success. They want applicants with a diverse skill set including social skills, creative thinking, freedom of expression, and emotional intelligence.

The growth of the “culture add” notion emphasizes the importance of diversity and inclusion in improving cooperation, innovation, and decision-making. Hiring practices have evolved to include personality assessments, behavioral interviews, and situational judgment tests. These approaches evaluate compatibility, ability to handle obstacles, and alignment with organizational values. Acknowledging personality as a vital aspect, businesses form teams with the expertise required to prosper in a collaborative atmosphere.

Empowerment through this simple shift

Unlocking the power of personality in recruiting brings forth a whirlwind of advantages that may elevate the very core of an organization. By emphasizing individuality, businesses build a symphony of various individuals who blend their abilities, ideas, and viewpoints into a coherent workforce.

As a consequence, employees feel more empowered and respected for who they are rather than simply for their GPA or surface-level achievements. This enables individuals to reach their maximum potential and commit to work in a way that makes them feel recognized and respected. Adopting this perspective can help employees achieve self-actualization (the pinnacle of Maslow’s hierarchy) in ways never previously experienced.

Working in an environment where autonomy is granted based on qualities rather than intellect alters our collective perception of work. This encourages people to opt for positions where they may succeed by developing an emotional connection with their work. This then reduces the likelihood of employees experiencing cognitive dissonance – the feeling of being detached from your job because of a misalignment in what you’re doing and what you value. Moreover, this creates psychological safety within a workplace as employees feel more confident being vulnerable with their ideas and opinions as companies value their unique viewpoints.

Adopting a growth mindset

Although this transition in recruitment provides various opportunities, some may be concerned about how your personality can limit you and act as an obstacle. It is true that personality is not everything and that various other factors make us who we are (whether it be in the workplace or personal situations). Having said this, it is important to remember that personality is fluid and changes as we encounter and overcome new challenges. A helpful mindset shift here is that instead of viewing personality as your competencies, view it as self-concept.

The truth is, there is no stopping individuals from becoming who they want to be and how they want to act. Psychologically, this phenomenon is called having a growth mindset. A key element of utilizing your personality to your advantage is fully being aware of your strengths while continuously working on your flaws. If one, for example, aspires to work in the education or social services industry, one will need to develop traits of compassion, understanding, and humanistic behavior.

At the end of the day, yes, experience and qualifications matter but employers will recruit the candidate with the personality best fit in the environment (i.e. for educators, the most ) and with the most potential to grow. Hence, having the understanding and mindset of growth for adapting to new ventures is essential.

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