Do you want to be smarter with your hiring strategy, to get the best employees? Then you must learn about Stanley’s “Super 7” employee personality keys, based on research conducted by Kenexa, a leading HR consulting and employment software company. This innovative employee performance assessment can transform the way you make hiring decisions. Once you understand how candidates’ personality types affect actual performance on the job, then you can make smarter hiring decisions overall – leading to a more productive, balanced workplace.

This week, we are talking about the #1 Key: Dependability.

Being dependable means a candidate will be more prone to take responsibility for doing a great job on a daily basis. Dependability is more than just getting work done, it’s about reaching for higher levels of achievement. Employees who possess dependability are usually in the top level of performers because they “own” their jobs and the duties therein.

Dependability makes it to the number one spot on the Super 7 because it is the top reason why employees are successful at work. Dependable employees come to work on time every day, ready to work and face the day’s challenges. They combine high work ethics with the need to be validated by the work they perform.

Dependability also means wanting to be perceived as valuable by the company. This means if you want to hire and retain your top performers, you will have to make sure that candidates are asked about this value, then make sure there is a feedback system in place to keep them on board. When a dependable employee says he is going to do something, it will get done and on time as well.

On the flip side, to attract dependable candidates for key positions within your corporate culture, or that of your clients, it’s critical to provide a work environment that’s conducive to this nature. Dependable people like to work for other dependable people, and nothing grates on their morale like an unstable company or poor leadership from upper management. Provide plenty of incentives to keep your dependable employees engaged, for the best results.

Want more tips on how the Super 7 performance model can help you make smarter hiring decisions? Come back next week as we discuss Key #2: Concern for Others!