Employee Recruitment and Selection - Jackson Krusniak

There were a lot of meaningful lessons I took from this class, but one of the most interesting and personally impactful was taking the Enneagram test and learning about my personality type. As a senior in college about to graduate, it really hit me how important it is to understand who I am, not just as a student, but as a soon-to-be professional entering the workforce.

My results showed that I am a Type 3, also known as the Achiever. Type 3s are known for being ambitious, hardworking, and focused on success. That felt very true for me. I’ve always been someone who’s driven by goals and motivated to stand out, whether that’s in school, work, or extracurriculars. Learning this helped me better understand why I operate the way I do, especially in competitive or high-pressure environments. I can definitely see how this personality type will be a strength in the professional world, as Type 3s are known to take initiative, thrive in fast-paced roles, and care about delivering results.

What surprised me, though, was learning about the potential downsides of being a Type 3. The test pointed out that people with this personality can sometimes struggle with authenticity or rely too much on external validation. That gave me something to really think about. Even though I didn’t relate to every part of that description, it made me more aware of how I respond to stress or failure and how I want to build healthier habits going forward.

Overall, this was one of the most valuable parts of the class because it gave me a clearer picture of how I work, both the good and the areas I can grow in. I feel like knowing my Enneagram type will help me become a stronger teammate, a better communicator, and eventually, a more effective leader.

I took both of the Enneagram tests, and both resulted in my personality type being a Type 3. The results of a Type 3 individual suggest that I am hardworking, competitive, and highly focused on pursuing my goals. In terms of the Big Five personality traits, I likely score high in conscientiousness, as I tend to be organized and disciplined. I may also rank higher in extraversion, since Type 3s are often energetic and enjoy being around others, especially when it involves recognition or leadership. My level of openness to experience may be moderate to high, as I’m open to new opportunities if they help me grow or achieve more. On agreeableness, I likely fall somewhere in the middle. This suggests that I am able to work well with others but also highly focused on personal ambition. Neuroticism might be slightly elevated at times, especially if I feel like I’m falling short of my own or others’ expectations. Overall, the Achiever personality highlights my desire for success, productivity, and the drive to be the best version of myself.

On the flip side, it was stated in my results that the Type 3 personality ranks high in seeking validation in order to feel worthy. Type 3s are also said to be such achievers because they want to hide who they truly are. Because of these things, it suggests that Type 3s may have difficulty in relational intimacy.

Based on my results, I believe that a potential employer would view me as a highly motivated individual who is focused on my goals. In my personal opinion, I am a very organized and disciplined individual, which I believe employers will notice and appreciate. Type 3s may also be seen by employers as someone who operates well in a fast-paced work environment and takes initiative without needing instruction. The desire of Type 3s to succeed makes us great candidates for roles that require leadership, performance-based outcomes, and public-facing responsibilities.

On the other hand, employers may find trouble with Type 3s in a few different ways. Although I do not feel that this resonates with me personally, employers may see that Type 3s have too much focus on achievement and personal image and that they lack authenticity and genuineness. It is also stated that there may be a risk of being overly competitive and only focused on external validation. A good employer may see this as an area of growth rather than a weakness.

If I were the business owner in this situation, I would hire Jaime. While Avery might have more talent and potential when they’re at their best, the lack of consistency is a major red flag for me, especially for an essential role in a business. With Jaime, you know what to expect from him day in and day out. He has shown himself to be a solid, reliable, and consistent performer. In a fast-paced or high-pressure environment, I would rather have someone who consistently gets the job done than someone who you cannot count on when it is time to perform.

That said, there are definitely jobs where someone like Avery might be a better fit. For example, in a creative role like a lead designer at a marketing firm or a high-stakes tech job like developing a new app, having someone who can deliver a brilliant idea or an innovative solution at the right time can be more important than everyday consistency. In these types of roles, those rare, high-impact moments can define success, and Avery’s potential could make a huge difference.

On the flip side, someone like Jaime would be perfect for jobs that require routine and precision, for example, a data entry specialist, customer support representative, or operations assistant. These roles benefit more from someone who shows up and performs well every single day. There’s less room for unpredictability, and consistency is key to keeping everything running smoothly.

While it is tempting to chase the potential of one candidate, I believe that reliability and consistent performance are essential to keep a business operating effectively. Being able to have an employee who you can count on every day is incredibly valuable in today’s environment.

During this week’s mini-lecture, it was argued that recruitment and selection is the most important function for successful companies. While I do agree that selecting the right employees for the job is critical for a company, there are many other reasons why other companies may allocate their resources to different sectors, such as product design and marketing.

One reason for this is to provide the consumers with an exceptional product and a vehicle to get the product proper attention. For companies that are underdeveloped or just starting up, focusing everything on recruitment may not be the best route. Many product markets and sectors are very diluted and highly competitive currently. Because of this, it may be more beneficial to focus on getting your company’s name out there through exceptional marketing. Following this, you must be able to deliver your consumer an exceptional product or a product that differs from the competition. If this is executed properly, companies pivot to using their revenue to focus on securing top talent to take their business to the next level.

Although this may be a good route for a lot of companies, there are potential downsides that come with not perfecting the recruitment and selection process. By neglecting your onboarding process, you can find yourself with employees who are not right for the job/company. This will inevitably lead to high turnover rates, weak organizational culture, and overall long-term issues for the company.

All things considered, it is crucial to find a good balance between your internal and external focuses. By developing a good matrix and proper resource allocation, you will experience strong product design and marketing while having a strong team committed to the company.

The most recent job that I applied for was for Tandem Design and Construction. This company specializes in home improvement with a focus on remodels and additions. I was in search of a job that would pay well and something that would provide a good learning experience while also being able to spend time outside. Tandem Design and Construction had actually done some recent work on the house that I was living in at the time, so I was able to meet the boss and a few of the employees before expressing my interest in the job. I believe these initial interactions with the boss helped to lay a foundation (no pun intended) for our relationship, which eventually led to me getting the job.

My experience with the construction industry was quite interesting, to say the least. Through talking to others who have worked for other construction companies, I know that they have experienced very formal application and safety training processes. This was not the case for me. I never even had to submit a resume for this job or anything of the sort. After a conversation with the boss, he told me an address and a time to show up. I was never trained on safety; I was only told in the moment to wear my safety gear that was supplied to me.

At first, I was stoked because I had secured a job with good pay pretty easily. I was very excited to learn some new skills and experience the home improvement process. That being said, after only a few days on the job, I realized that I was severely underprepared and undertrained. My boss often expected me to know many things about the construction process that I had no knowledge of. There were many days when I was embarrassed because of my lack of knowledge and skills, but this only led me to become more eager to learn more.

Looking back, I now realize why the hiring process was so simple. It was because this company has had many problems with finding employees in the past for the same reasons I experienced. This directly relates to what is described in the introduction to Who: The A Method for Hiring. This chapter describes that finding the right employees is critical to a company’s success, and I was able to witness this firsthand. Looking back, I feel very proud of myself for forcing myself to be the right person for the job and overcoming many of the obstacles that people could not handle in the past.

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