Kann das Burnout-Risiko im Auswahlprozess erkannt werden?
Bestimmte Persönlichkeitsmerkmale – wie ein starker Leistungswille, Perfektionismus oder die Neigung, zu viele Aufgaben zu übernehmen – können das Risiko für Burnout erhöhen. Doch Burnout entsteht selten allein durch die Persönlichkeit.
Datum: 14. April 2025
Kategorien: selection, burnout, PGarticle
Can we assess in the selection process whether candidates are more prone to burnout ?
The answer is balanced. While certain personality traits can indicate a higher risk for burnout—such as being highly dedicated, perfectionistic, or taking on too many responsibilities—burnout doesn’t occur in isolation. It’s the result of a combination of factors simultaneously: individual characteristics (such as high Excitable or high Cautious traits), personal and social context (e.g., family conflicts), and work-related conditions (e.g., job demands, leadership style, work environment).
Research (Treglown et al., 2016) highlights that traits like Excitable (short-lived enthusiasm for projects) and Cautious (social risk-aversion due to fear of rejection) can increase the likelihood of burnout. On the other hand, traits like Bold (self-confidence and a less frequent perception of low self-worth) can act as a buffer, making individuals less likely to experience burnout since they don’t often question their abilities or worth.
What can organizations do during recruitment to prevent burnout?
- Be transparent about job expectations and company values.
- Avoid selecting candidates based solely on „high stress resistance,“ as emphasizing this trait in job descriptions may attract individuals who are more prone to burnout.
- Ensure alignment between the company’s values and new hires‘ values to prevent a loss of meaning and potential burnout.
By understanding the interplay of these factors during the recruitment process, we can better support employees and help prevent burnout before it starts.
Let’s work together to create healthier, more resilient workplaces!
