---
esco_uri: http://data.europa.eu/esco/skill/786a74d6-7ecd-44d5-ae4f-87ff02fe3dbf
esco_label: "assess character"
relation: optional
onet_soc: 13-1071.00
source: model-knowledge
confidence: high
qa_count: 0
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# assess character — Recruiter

As a Recruiter, 'Assess Character' isn’t about judging morality; it's predicting *workplace behavior*. It means going beyond skills on a resume to understand how a candidate is likely to react under pressure, handle conflict with colleagues, respond to feedback (positive or negative), and generally fit within the company culture. Daily this manifests in behavioral interview questions ('Tell me about a time you failed…'), probing for specifics *how* they acted – not just what happened. We're looking for consistency between their self-presentation and the details they reveal; discrepancies are red flags.

Tools used aren’t psychometric tests alone (though those can help), but primarily skillful questioning & active listening. It's about reading non-verbal cues during video calls, noticing how a candidate talks *about* past colleagues/managers (positive or negative framing is telling), and digging deeper when answers feel rehearsed or vague. A good recruiter doesn’t just accept surface-level responses; they ask 'what if?' scenarios ('What would you have done differently?') to see problem-solving style & emotional regulation.

Pitfalls include confirmation bias (seeing what we *want* to see), being swayed by charisma over substance, and failing to probe inconsistencies. It's easy to fall for a polished presentation without verifying the 'how'.  Also, relying solely on references can be misleading – people rarely give brutally honest negative feedback. Good assessment requires triangulation: combining interview data, reference checks (asking targeted behavioral questions *of* references), and potentially work sample exercises.

What ‘good’ looks like is consistently identifying candidates who not only have the skills but also demonstrate resilience, self-awareness, a collaborative spirit, and an ability to learn from mistakes. It's about predicting long-term success – will this person be a positive contributor even when things get tough?  A high retention rate of hires, coupled with positive feedback from hiring managers on 'fit', are key indicators of strong character assessment skills.

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
