The biggest takeaway I got from chapter five is the personality-job fit theory. The textbook explains it as one of the more proven theories in use internationally. I feel as if most employers go by this when selecting job applicants. I find it interesting because of how closely it applies to me. For example, I had a job in nursing services at a nursing home where I was basically a receptionist. I had to talk with a lot of catty older ladies who worked there. I had nothing in common with any of them. They were the type of workers who have been there for most of their lives and have no plans on leaving or developing their careers any further. Their job was quite literally their life. They expected me to think the same way. They tried to get me to gossip, but I wanted no part in it. I am more of an introvert, so I want a job where I can do my work and keep my personal life and opinions mostly to myself. Needless to say, I didn’t work there long.
The job I have now suits my personality much more. I have my own cubicle and I don’t have to interact with customers or other coworkers at all essentially. I can come in, do my work, and go home. I love it and I can see myself staying where I am for a very long time.
Obviously, my job may not be suited for people who like to be out and interacting with coworkers and the public. If I were a hiring manager I would most definitely apply the personality-job fit theory and I feel the best way to do this would be to have multiple interviews. I’m sure it would be hard to judge anyone’s personality after just a couple short meetings, but you could at least get a good feel for them and also judge them based off past experiences.