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The Psychological Profiles of the Dream Team and How You can Find Them

Natasha Bernal

Who would be in your ideal team? Like a well oiled machine, great teams are able to work together seamlessly to make anything possible. A bad team can ruin a good idea, so who you decide to recruit is probably one of the most important business decisions you will ever make.

Although it is extremely hard to predict the outcome of hiring, there are some key characteristics that can help to narrow down the search. Software Advice has published a series on the main psychological profiles that a “Dream Team” would have to offer.

With this list of personality profiles, you’ll be able to identify these qualities when recruiting candidates. This would hopefully result in well-balanced personalities placed in the roles they’re best suited for.

nelson mandela Nelson Mandela is one of the quintessential examples of a "Giver"

The Giver

Givers like to help other people. Their overarching mission is to give to the company, and they put the company and their co-workers ahead of themselves. They work hard, and go above and beyond the call of duty to reach the collective goal.

At work, they do best when they’re taking their orders from someone else and representing that person or organization. They may be good leaders, but they typically don’t want to be the boss.

According to the study, Givers perform well in Marketing Strategy, Software Development, Administration, Executive Support or Customer Service roles. They are not as good, however, in Sales, CEO, COO, Creative or Engineering roles.

 

How can you identify them in an interview?

Start the interview in a warm, relaxed manner. If the interviewee is a Giver, they will feel more comfortable opening up to you. Look for key characteristics in their behaviour by asking about past experiences in their professional lives. Saying “tell me about a time you have gone above and beyond the call of duty for your employer” or “how would your friends or family describe you?” are good questions to start with.

barack obama Barack Obama is the prototype of a “Champ”

The Champ

The Champ is the stereotypical example of a high-performing salesperson. Champs are high-energy, optimistic and love engaging with people. They want to achieve goals, and strive to improve what their company has to offer. Their confidence makes them believe in themselves, the products they sell and the companies they work for.

They are optimistic, confident, they strive to be the best and they are “people persons”. However, there is also a bigger turnover for Champs, who will want to be on a winning team and will move on if you don’t keep up with them.

The report said that they are the best people in roles like sales, politics, and C-suite executive roles. They should avoid creative roles, detail orientated positions and customer support.

How can you identify them in an interview?

Look for their uniqueness. Champs like to be unique, and they will demonstrate that in their personality and their presentation skills. They will also offer a natural conversational flow, because their confidence will mean they are not intimidated by their interviewer. They will have a track-record of success, and will speak positively about their previous jobs, the products they sold and employers. Champs are naturally competitive and love a challenging game: There’s a good chance they’re involved with some kind of sport, whether it’s tennis, golf or triathlons.

 

Bill Gates, CEO of Microsoft, is an example of a successful Matrix Thinker Bill Gates, CEO of Microsoft, is an example of a successful Matrix Thinker

The Matrix Thinker

He or she is the creative type in a dream team. They don’t just “think outside the box,” they think about where the box came from, why it’s there and how it could be designed better. Matrix Thinkers are constantly absorbing information from everything around them; as a result, they often make connections among seemingly-unrelated concepts.

Matrix Thinkers are good problem solvers and are good at answering complex questions. They are often visionaries, believing in their ideas and methods even if others don’t at first. They are naturally ambitious and strive to be the best. They are also always scanning their environment and gathering information at their disposal.

Matrix Thinkers are best suited for creative roles, for project orientated positions and eventually, for executive roles such as CEO. They should avoid customer service, sales and roles involving many repetitive or mundane tasks.

How can you identify them in an interview?

Ask open ended questions. They will be able to provide more than a yes or no answer in an interview and are more likely to expand further than their qualifications in their answers. Inquire about their creative endeavours, and find out how they handle conflict, which will indicate their level of maturity. Look for a pattern of career advancement, as they tend to work in places that can showcase their talents.

 

162673866_e94d3359d1 Sergey Brin, the founder of Google, is one of the Savants of our era

The Savant

Savants are really good at what they do. They are creative, humorous and brilliant but also introverted. They may struggle with communication and be uncomfortable in social situations. They will change jobs until they find a role that truly suits them, and will remain committed to the company when they are offered the opportunity to reach their full potential.

Savants are creatures of habit: they have a very specific working routine. Commonly, they need to isolate themselves in order to work effectively; outside noise is very distracting, and they are sensitive to environmental factors such as temperature or even the clothes they’re wearing. Once settled, however, they will work with laser-like focus, concentrating intensely on a given project for hours on end.

They are really good at what they do and pursue projects that motivate them. They are focused and determined in what they do. They pursue it passionately and apply their natural creativity and intelligence towards a specific skill. They love to learn and they are perfectionists in their work.

According to the study, the best roles for Savants are in writing and research, creative roles such as design, editorial or graphics, or engineering. They should avoid senior management roles, roles involving customer interaction and roles that don’t utilize their talent.

How can you identify them in an interview?

Make them comfortable. For a Savant, the combined social anxiety with the uncomfortable feeling produced by an interview may make the situation difficult for them. Ask specific questions that will prompt them to share information about themselves and past accomplishments.

Put their talent to the test with a technical task. Even if they might not be able to demonstrate their capabilities verbally, Savants will be able to show what they are made of through tests. An important factor to keep in mind is that job hopping doesn’t always have to be a negative element in the interview process. For personalities such as theirs, it is indicative that they have yet to find the perfect role, not that they were bad workers.

Natasha Bernal

Natasha is a journalist with an extensive technology and startup news background. She brings LaunchPad to life through words in our blog, press releases and updates. As the person that shapes our brand personality, she makes our goals and ideas reality in the online world.