Searching for a solution to become smarter with your recruiting and hiring approach? Looking for an opportunity to use the best HR tools to end up with great employees? Then it’s important that you keep learning about the “Super 7” employee personality keys.  Stanley Staffing’s “Super 7″ assessment strategy is based on research by Kenexa, a leading HR consulting and employment software company. When you use this innovative performance assessment tool, you can improve the way you select employees so that they are a better fit. By understanding how candidates think and behave, you will better understand how this all effects on the job performance factors. This knowledge alone can make you a smarter recruiter, and it can help you create a more productive workplace.

This week, we are talking about the #3 Key: Initiative.

Initiative is an important personality trait in candidates, especially in team settings. Those who take initiative are generally confident in their skills enough to take charge of the work they do. People with initiative are motivated, great at leading others, and adaptable during periods of transition. They are also superior problem solvers, often seeing things in an alternative way to prompt others towards bigger and better solutions.

Taking initiative works well in small groups and well-managed teams of people who have mutual respect for each other’s talents. In many cases, candidates who have initiative will seek out others who also possess this trait to form matched pairs of teammates. This can work well when there are projects that need a level of accountability, as well as in mentoring circumstances. Those who have initiative can also make good managers if they also have the willingness to allow others to show initiative as well.

When candidates are identified as possessing strong initiative qualities, there is also a side of this trait that will require a little more management at times. Sometimes employees with too strong of a sense of initiative may “bump heads” a little on topics because of a natural competitive nature that often comes along. Those with initiative may also find it difficult to get their ideas across to others, and they will get frustrated when others don’t follow directions.

If you are evaluating the personality of candidates and find that initiative comes up in the top of the results, you can pretty much be sure that this candidate will be a go-getter, and someone who can bring value to the organization. Looking for more tips on how the Super 7 performance model can help you make smarter hiring decisions…and greater productivity in the workplace? Come back next week as we discuss Key #4: Self Control!