Reducing Conflict Through Thoughtful Hiring Decisions

Workplace conflict decreases team productivity and increases employee turnover rates, costing businesses time and money. Since it often stems from miscommunication and personality clashes, making thoughtful hiring decisions is one of the most effective strategies for preventing conflict at work.

Keep reading to learn more about thoughtful hiring and how it can help companies create and maintain a collaborative work environment.

The Cost of Conflict in the Workplace

Conflict in the workplace carries significant costs for organizations, with businesses losing an estimated $2 billion daily due to decreased productivity and absenteeism.

Nonetheless, workplace conflict is very common; a study by SHRM surveying 1,000 U.S. employees found that 66% of them experienced or witnessed workplace incivility, such as addressing others disrespectfully, within the past month.

Besides decreased productivity and absenteeism, workplace conflict drastically reduces job satisfaction. According to SHRM, workers who believe their workplace is uncivil are over three times more likely to be dissatisfied with their jobs.

Furthermore, employees who face workplace incivility are more than twice as likely as those who believe their workplace is civil to consider leaving their jobs within the next year. As such, workplace conflict considerably affects employee retention, leading to higher turnover rates. It also increases stress and diminishes employee morale, amplifying the risk of burnout.

While companies can (and should) foster civility in the workplace and create a welcoming and inclusive company culture, these efforts are just one piece of the puzzle. Other practices, such as thoughtful hiring, also play a critical role in reducing workplace conflict and supporting long-term employee satisfaction.

Why Is Thoughtful Hiring Important?

Thoughtful hiring is important because it enables organizations to build harmonious teams, thereby reducing the risk of workplace conflict and boosting productivity. Consequently, it can help companies improve employee morale and decrease turnover rates, reducing hiring expenses and saving time on hiring, training, and onboarding new workers.

By making thoughtful hiring decisions, organizations are more likely to hire candidates who align with the company culture, its mission, and values. This is among the most effective methods for improving employee retention and performance, as it cultivates a sense of belonging and enhances employee engagement.

Thoughtful hiring can also help companies prevent potential clashes between employees. Workplace conflict often stems from incompatible values, communication styles, and working preferences. Therefore, the key to making thoughtful hiring decisions lies in evaluating candidates based not only on their technical qualifications but also on their soft skills and personalities.

Tools, such as behavioral interviews and personality assessments, can help recruiters gauge how candidates may handle challenges, work under pressure, and collaborate with others. In turn, they can help organizations promote team cohesion, foster employee well-being, and contribute to a positive and productive work environment.

How to Use Personality Insights to Improve Hiring Decisions

Using personality insights can help organizations make more thoughtful hiring decisions by providing a deeper understanding of candidates’ work behavior, attitudes, and strengths and weaknesses. One of these useful personality assessments recruiters can conduct to gain insight into candidates’ personalities is the Enneagram.

The Enneagram framework categorizes people into nine distinct personality types, each with its own unique motivations and work styles. As such, this personality assessment tool can help hiring managers anticipate how candidates approach work, collaborate with others, and align with the role.

For example, a candidate with the Enneagram Type Two may be a better fit for roles and teams that require constant collaboration than someone identifying as Type Five. While Twos flourish in roles that require teamwork and empathy, Fives prefer to work independently. Still, they may thrive in team settings if given enough space to contribute at their own pace.

Ultimately, such personality assessments can offer valuable insights into candidates’ strengths and weaknesses, as well as their communication styles. As a result, it can help recruiters anticipate and balance team dynamics, preventing friction within teams.

Beyond informing hiring decisions and enhancing team dynamics, personality insights can also help managers support each team member in practical ways, such as:

• Assigning tasks that align with their individual strengths
• Giving feedback in a manner that best resonates with each individual
• Providing space for independent work or opportunities for collaboration, depending on their preferences

In short, personality insights can help organizations not only improve their hiring process but also build well-balanced, collaborative teams where each individual feels heard and supported.

Best Practices for Conflict-Reducing Hiring

Besides conducting personality assessments, some best practices for conflict-reducing hiring include holding behavioral interviews, assessing candidates’ cultural fit, and implementing a probation period.

Here’s a more detailed overview of these best practices:

#1. Hold Behavioral Interviews

While resumes provide details on candidates’ professional backgrounds, behavioral interviews can help recruiters gain a deeper understanding of their ability to handle real-life challenges.

Below are some behavioral interview questions that can help hiring teams learn about candidates’ approach to collaboration and conflict resolution:

• How do you deal with difficult team members?

• Can you describe a situation where you faced workplace conflict and how you handled it?

• Have you ever disagreed with your manager or a coworker? How did you handle this situation, and what was the outcome?

#2. Assess Cultural Fit

Candidates who align with the company culture and share similar values are more likely to feel engaged in their work and connected to their team, reducing the likelihood of workplace tension. As such, it’s crucial that recruiters incorporate questions that reflect on the candidate’s alignment with the company’s values, mission, and goals into the interview process.

#3. Implement a Probation Period

Implementing a probation period for new employees enables organizations to assess the candidate’s alignment with job requirements and company culture before making any long-term commitments. This period, which typically lasts around one month in the Netherlands, allows employers to observe how the new hire adapts to the team, communicates with colleagues, and manages conflicts.

Closing Thoughts

Thoughtful hiring plays a pivotal role in creating a harmonious work environment. After all, when candidates are matched with roles and company cultures that align with their personalities and values, they’re more likely to feel engaged, motivated, and supported.

This alignment benefits both employees and organizations alike by strengthening collaboration, improving employee morale, and boosting productivity, which contributes to long-term satisfaction on both sides.

The key to making thoughtful hiring decisions is to evaluate candidates on both their technical skills and personalities. This way, companies can prevent miscommunication, boost team productivity, and foster a positive, supportive work environment.