Skills and personality types that fit the logistics IT industry

To ensure a successful organisation with a positive -driven culture, suitable team members need to be employed. As IT departments and vendors serve as the backbone of most organisations, you need to be sure that your IT personnel are suited to your specific work environment.

The logistics industry requires analytical thinkers who can make and stand by their decisions. These are individuals with a logistical personality temperament, who are process-minded and want things to be organised and to make sense.

These individuals aim to eliminate clutter and obstacles and to ensure an open path to resources.

The same attributes that guarantee success in the logistics industry apply to the logistics IT industry: individuals need to be analytically oriented. As with logistics, IT requires the use and formulation of formulae and solutions in order to solve problems. Individuals need to use past performance indicators to predict future behaviours and results and should be good at monitoring environments for changes and opportunities.

Personality profile testing

The best way to determine whether a potential candidate is suited to your working environment is by conducting personality profile testing.

Subsequently, cognitive testing can also be used to determine how fast a person can learn and adapt. Personality tests predict a person’s work performance. Should someone have a positive outlook on life, they will be more likely to reflect a positive attitude in their job, take criticism constructively, and be more open to suggestions and new ideas.

Certain job roles – such as IT developers and business analysts – require individuals with the ability to work on their own, but also function in a team. Personality tests can help you determine how effective a person will be in both situations.

While personality profile testing is not 100% accurate, it is necessary as the information gathered from the CVs of job candidates and reference checks are not always a truthful representation of skills and abilities. In addition, candidates might seem promising during interviews – but perform poorly once hired, as their work aptitudes cannot thoroughly be assessed during an interview. This derives from a situation where candidates are highly aware that they are being assessed and measured.