My motivation for conducting this study is to investigate the potential impact of personality on work performance ratings for sourcing specialists within our company. The findings of this study may enable our organisation to consider hiring candidates with specific personality traits that correlate with higher performance evaluations, ultimately leading to improved work output. Predictive analytics hiring systems are recruitment methodologies that leverage historical data analysis to forecast future recruitment needs and preferences. In essence, this study seeks to develop a predictive hiring system for sourcing specialist roles by utilising data analytics, with a focus on personality traits.

Participants

This study will involve approximately 35–40 sourcing specialists currently employed at Fetcher, a recruitment technology company. To qualify for participation, each individual must be actively serving in a sourcing specialist role and have held that position for a minimum of six consecutive months. The study will also gather and consider demographic information such as age and gender.

Methodology

This quantitative study will employ the Pearson correlation coefficient as a statistical tool to examine the relationship between each personality scale measured by the Myers-Briggs Type Indicator (MBTI) and various aspects of work performance, both quantitative and qualitative.

The MBTI will be used to assess the following personality dimensions: Extraversion vs. Introversion; Sensing vs. Intuition; Thinking vs. Feeling; and Judging vs. Perceiving. Work performance will be evaluated using metrics established by the organisation, which include quantitative measures (such as timeliness, contact rate, and good/poor batch) and qualitative measures (such as collaboration, willingness to help, and openness to learning).

The MBTI assessment will be administered virtually to all participants simultaneously, as the sourcing specialist role is currently performed remotely. The study will focus on participants’ work performance during their sixth month in the role, allowing them ample time to overcome the position’s learning curve.

Scope of the study

This study is limited to employees at Fetcher who work within the operations team and hold a sourcing specialist role. The primary focus of the investigation will be on the effect of personality type on overall work performance, while excluding other internal factors (such as motivation and beliefs) or external factors (such as internet connection and equipment) that could potentially influence work performance and the overall results of the study.

Additionally, since the study’s participants are solely sourcing specialists from Fetcher, the results, interpretations, and recommendations derived from this research should only be applied within the context of the said organisation and should not be generalised to all organisations.

Contribution

This study is designed to assist Fetcher’s talent acquisition team in several key areas. First, it aims to establish a predictive hiring system grounded in data analytics, identifying the personality types that demonstrate a higher likelihood of strong work performance. Second, it seeks to provide a research-backed approach to selecting the best candidate for the sourcing specialist role. Third, it aims to identify the areas of work performance measurement in which each personality type excels or struggles. Ultimately, this study will help the company minimise staff attrition by fostering a deeper understanding of the workforce.

John Carlo L. Garcia is a master’s degree student at the Polytechnic University of the Philippines.