its about what is most important professional qualities or fitting personality.

1. What are most important Professional qualities or fitting Personality?
First of all we have top know what is meant by professional qualities
and what is meant by fitting personality. Professional qualities mean
mastery of the knowledge, expertise sand skills that are used in a given
profession – technical competence – are absolutely essential fro
professionalism. Qualities like honesty, punctuality, a spirit of service,
the ability to meet deadlines and many other are essential, then the
term we have to cover is fitting personality that means a personality
that a person’s personality traits will reveal insight as to adaptability to
a certain workplace. The degree of comfort ability factor between a
person workplace and its professional and personal traits is called
fitting personality.
If you are doing a job interview then your interviewer will see your
resume very carefully, he basically searches for a person who have the
ability to do work and also he have the courage and personality traits to
fit in the organization. In other words we can say that you are qualifies
for job but either you will fit in the company environment or not that is
also a big question that an interviewer is seeing. If there are two
candidates in a job run then the second will get preference and he will
get the job because he has more fitting personality to adjust into the
environment. When companies are hiring a person they will target the
personality traits of a person more importantly.
These are some of the things that can be preferred in a job area:
A Multi tasker:
The company always wants a person who is multi-tasker in his abilities.
He does many duties at the same time. Companies basically needa a

2. person who is come out of his roles and do whatever that is necessary
for the firm.
A Strategist:
Companies need a strategist thinker. Hiring managers want someone
who can identify long-term goals. Its critical to demonstrate that you
have not only a vision for the future, but also a plan to get there.
A Decider:
People who can use their own judgment and take decisive actions are
valuable to any company. Business leader can’t be involved in minor
decision, so they look for a candidate who is not afraid to pull the
trigger. The ability to act and take responsibility for the outcome is
essential for anyone hoping to move into a management or leadership
position.
A cautious Person:
It is noted that more cautious employees acts a s a counterbalance to
risk-takers. They are risk-averse, but sometimes, you need people to
provide stability and fairness, and keep your business from, taking on
too much
An independent thinker:
Some employee go with the boss order without a question but the
these people may be good for an ego boost, but ultimately, leaders
need team members who will challenge the status quo if it’s better for
the business.

3. A team Player:
Most jobs required some sort of collaboration, whether with a team of
other employee, a group of clients or occasional outside contractors.
The ability to work pleasantly and effectively with other is a key part of
a job. Employers value candidates who are flexible enough to get along
well with a variety of personality and work styles.
A cultural fit:
Individual employer may value different traits, but they all look for the
elusive cultural fit. Every company’s culture is slightly different, and
each is founded on different core values. What matters most to the
employers is that the person they hire embodies that value in their
everyday lives.
Motivation for being there:
Most skills can be taught quickly, especially in an era of eat online
learning and growth hacking. That can’t be taught is the rare “perfect”
motivation for someone to want to work with you – love for your
special sauce, team, product, brand etc. the second reason to hire
someone without the requisite experience is their ability to learn
quickly, which matters more in the end.
Ambition and Hustle:
Look for the candidate with the will to succeed. They have the
ambition, hustle and are fast learners. If you can vet a candidate that
show you instances where they have overcome obstacles and have a
level of maturity that’s required for the position, giving them a chance

4. may be in your best interest. Often, they will work harder since they
have something to prove, rather than an entitled mindset.
Leadership Logic and grit:
In some cases key skills are a must. However, intangible skills, industry
experience and even educational requirements may block a company
from finding the best employee. Opening your mind to finding someone
who is dedicated, smart and driven, versus a perfect vision of a
technical genius, will often result in a talent pool that pushes progress
versus status quo.
Personality versus Skills what is most important:
When scouting for a new employee, you want the absolute right person
fro the job. You’ll comb over the resumes, shuffling those with the
appropriate skills to top, moving the most impressive of them into the
interview process, right?
While the resume screening process focus on work history skills, the
interview process focuses on candidate personality. There is a tool
though that allows recruiters to vet skills sets better, something
resumes don’t typically do for a good job.
The interviewer is primarily gauging how they will fit into the
company’s culture, not to mention their fit with their potential co-
workers. Then it’s time to make a call on who gets the job offer.
As you make your way through the resume/interview/hiring process,
do you weigh skills vs. personality on an even scale, where the perfect
fit employee is a balanced mix of skills and personality, with each given
equal weight? Or is one, more important than other.

5. Personality matters….. But does it outweigh skills:
In 2018 survey was made by a digital education company, tomorrow
most wanted and it received a most surprising review that 78% of
company owners out of 500 companies and business development
leaders reported that personality was the absolute most desirable
quality in a potential employee, with skill-set failing to third most
important at 39% after cultural alignment at 53% (which one could
argue is strongly tied to personality.) also interesting to note that the
personality traits that the employers surveyed found most important
were drive, creativity and open mindedness.
But at the end one thing that is the most important that there must be
a balance between both personality traits a professional qualities.