Not only will have so many, but they will also be quite contradictory to one another. Because it depends on so many factors, and is different for every situation. That being said, there are 4 qualities that everyone can agree are essential for a good manager to possess.
Does your company test for these? KevinJDaum There is much debate among employers as to whether or not college qualifies people for useful employment.
With the high cost of obtaining a degree, universities are anxious to prove their value in preparing graduates for the roles they'll play in the working world. You can see a sample test question here.
The pros and cons of this approach are still up in the air, but it raises plenty of questions: Will good test-takers be able to demonstrate Management and desirable personality traits behavior?
Can one game the system? Does it even test for the qualities that employers are seeking? Rather than depend on a single data point, companies should forego shortcuts and commit to careful screening for skills and character. Here are the 5 most desired employee traits from my expert colleagues and me--and how you can test for them.
Lots of traits are important in a great manager, but honesty trumps them all. From the first interview onward, I'm looking for someone who will tell it like it is. If you are trying to move into management at your organization, or applying for management jobs elsewhere, it helps to understand which traits are most important. Other Personality Dimensions. In addition to the Big Five, researchers have proposed various other dimensions, or traits, of personality. These include self-monitoring, proactive personality, self-esteem, and self-efficacy.
Accountability Employees can be smart, likeable and talented but, if you can't trust them to do what they say they'll do, you and everyone else will constantly waste time and energy checking up on their work.
Great employees find their own path to success without being micromanaged. This can be tested early in the interview process. Simply create tasks in the application process that require detail and organization. If applicants can't be thorough and diligent for their own sake, they'll never step up and be accountable for yours.
Want to read more from me? Flexibility When the position requires consumer interaction on any level, understanding a potential candidate's flexibility is crucial to providing stellar customer experience. If a job candidate isn't comfortable with the unknown, he or she won't be a good fit.
To test for flexibility, I establish a scenario that has a set of rules but introduces a variable that means one of the rules must be broken. I am interested in uncovering two things: Creativity The first time I hired a researcher, I had a large group of candidates, at least four of whom seemed great.
I picked the one who had started a business while in college selling cheap computers he'd built from cast-off parts. I knew his entrepreneurial spirit and creativity would be valuable to me, and I was right. Can you spot that on a test? Maybe--by looking for someone who makes unexpected connections or asks unexpected questions.
Or simply ask for a description of his or her favorite project. That should tell you volumes. Communication Monetary and human resources are at risk when communications go awry. It's important to know that your new hires are willing and able to communicate important information, ideas and challenges effectively.
What did they like? What didn't work for them? Does their description fit your ideal communication style?
Pay attention to non-verbal skills as well. Do they use active listening skills? What do their facial expressions convey? Lastly, is your candidate comfortable with eye contact? Poor eye contact is often a sign of a poor communicator.
Passion I personally believe that an employee needs passion--a true excitement to be a part of an organization. Unfortunately, true passion is in short supply; many people are working for a paycheck, not because they love what they do. The good news is that passion is pretty easy to gauge when you're hiring someone.
Carefully observe during the interview how excited they are or aren't when they describe what kind of work most interests them and why they want the job.5 Most Desirable Leadership Traits. Published by admin. You can be creative with team-building, with a budget, with new software, with client management.
The best leaders understand that and are excited by implementing new, creative ways of doing business and building relationships. 7 Traits to Turn Good Managers Into Great Managers Have great attitudes Attitude really is everything and great managers know that their . The qualities of a good manager depend on the organization, strategy, objectives, and team to manage.
The ability to direct, motivate, and lead is imperative to a team’s success and performance. There are many traits and characteristics that are entailed in this quality, and include: drive and orientation, authenticity, and effective. Top 10 Qualities of a Great Hospitality Employee The hospitality industry offers a wide range of career options, from cooking to hosting, to running a resort.
To be successful in the industry, you'll need certain qualities that employers look for and customers expect, including. If you are trying to move into management at your organization, or applying for management jobs elsewhere, it helps to understand which traits are most important.
Personality Traits Kimberly Henderson Phychology September 22, leslutinsduphoenix.comms The four perspective personality traits are trait, psychoanalytic, humanistic, and socio-cognitive.