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5 Research Findings To Reveal The Connection Between Your Food Choices And Personality Type

5 Research Findings To Reveal The Connection Between Your Food Choices And Personality Type

We live in a society that is obsessed with food. You’ll find plenty of self-proclaimed gourmets who enjoy eating food a little bit too much, and there are also the fitness zealots with body-image issues who subside on nuts and berries. Most people fall somewhere in between, and we all tend to have different tastes and affinities. However, there has been quite a bit of research done on finding a link between someone’s personality and his or her eating habits, and it looks like there are certain traits that makes us more likely to engage in specific eating behaviors.

In this article we will be looking at five research findings that suggest a connection between food choices and certain personality types. The ultimate goal is to examine the findings to determine whether they are accurate and reliable, i.e. to see if we can use the information to our advantage and make a positive lifestyle change.

1. Thrill seekers love spicy food

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Spicy food

    Way back in the 70’s, a researcher at the University of Pennsylvania argued that the reason why people enjoy the burning sensation of spicy food, is the same reason why some people enjoy potentially dangerous activities, i.e. they were thrill seekers. Further research, like the work of Nadia Byrnes and John Haze has supposedly shown that sensation seekers – determined with the use of the Arnett Inventory of Sensation Seeking test – handle spicy food much better than other people.

    The research involved giving people water infused with capsaicin, the active ingredient in hot peppers, and having them answer questions on how intense the sensation felt and whether they enjoyed it. Although there are several other factors that can account for this affinity towards spicy food, cultural background and upbringing being the major ones, the study is quite solid and offers an interesting insight.

    2. People-pleasers tend to overeat when they have company

    The fact that social butterflies end up eating a bit more than they should won’t really come as much of a surprise to anyone who regularly eats out with friends and has guests over for several hours a day several times a week. When you are out and about you are bound to get tempted to have another snack if a friend grabs some fast food, but it seems that those who are eager to please others are at much greater risk of overeating throughout the day. A study done on pairs of young women concluded that people tend to mimic their companions’ eating habits, so someone who is a big eater can easily set the tempo and cause others to overeat.

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    However it’s not merely about mimicking our friends, as a Case Western Reserve University study from a few years back shows. Namely, those who were found to be inclined toward people-pleasing – as determined with the use of a questionnaire – readily accepted candy offered to them by an actor pretending to be another participant in the study, and took more than other participants.

    3. Overly emotional people tend to gorge on snacks in secret

    Sweets

      We are all well aware of the fact that some people are emotional eaters, meaning that they use food as a coping mechanism in times of stress, but those who tend to be more in touch with their emotions reportedly have a nasty little secret when it comes to food. A weight loss firm named LighterLife recently conducted a survey on 2000 women to find out more about the average woman’s eating habits, and discovered that a shockingly high percentage of women sneak away to have a secret snack on a regular basis.

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      Around 40% of the women said that they were aware that these covert snacks were a problem, as they were overweight, but simply couldn’t resist the temptation. Some even felt so ashamed of their habit that they resorted to eating in the bathroom under lock and key, or stashing extra snacks in locked drawers. Such polls are a good rough estimate of average trends amongst the population, and it looks like this is a large-scale problem that can seriously affect diet adherence. This secret eating habit can ruin even the most well-thought-out diet and exercise plan.

      4. Conscientious people are more likely to eat fruit and vegetables

      Fruit salad

        In 2005, a study was conducted using the International Personality Item Pool Big Five short-form questionnaire, which you can take a look at here,  to determine personality types of the participants and a health assessment questionnaire that examined behaviors including eating habits. It was determined that conscientious people tended to eat more fruit and vegetables, and choose overall healthier meals. Extroverts were shown to be more prone to risky behavior and bad food choices.

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        When you think about it, someone who is a bit less social and doesn’t drink too much is less likely to feast on fast food in the late hours of the night, so the study kind of goes along with what a lot of us already understood on an intuitive level. The interesting thing is that, with the vegan and raw food movements gaining popularity, and crazy crash diets giving way to meal delivery focused on plant-based food, it seems like a large chunk of the population falls into the conscientious category.

        5. Extroverts can’t say no to animal fat, sweets and alcohol

        The study in the previous paragraph already pointed towards extroverts being more susceptible to the allure of junk food, but there is another interesting recent study published in the Appetite journal that found that extroverts have an affinity towards fatty, savory and sweet foods, as well as sugary soft drinks.

        This was linked to social behavior directly related to the extrovert personality type, i.e. this personality type eats out more frequently and engages in group activities where high-calorie foods abound. The random population sample size was large enough to point out certain trends, however we should always be careful when trying to extrapolate such data and use it to come to generalized conclusions. One good thing we can draw from the study is that extroverts’ diets are influenced by outside factors which can be controlled to a great extent.

        These are just a few interesting studies that have shown some links between a person’s personality type and his or her food choices. It is a topic that definitely requires further detailed research, but even with the information we have available right now it is possible to come to a few conclusions, based on which you might be able to slowly start developing better eating habits. It always helps to understand why we are drawn to some foods if we are looking to make a big lifestyle change like switching to a healthier diet.

        Featured photo credit: cute little girl eating watermelon on the grass in summertime/Lana K via shutterstock.com

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        Ivan Dimitrijevic

        Ivan is the CEO and founder of a digital marketing company. He has years of experiences in team management, entrepreneurship and productivity.

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        Last Updated on March 14, 2019

        7 Questions to Ask in a Job Interview That Will Impress the Interviewer

        7 Questions to Ask in a Job Interview That Will Impress the Interviewer

        Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

        For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

        Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

        1. What are some challenges I might come up against this role?

        A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

        It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

        It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

        How it helps you:

        If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

        Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

        2. What are the qualities of really successful people in this role?

        Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

        Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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        How it helps you:

        Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

        Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

        If so, then this may not be the right match for you.

        Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

        3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

        Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

        Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

        How it helps you:

        This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

        For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

        Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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        A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

        4. What is the promotion path for this role, and how would my performance on that path be measured?

        To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

        A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

        How it helps you:

        One word: hierarchy.

        All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

        In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

        If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

        5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

        Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

        Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

        How it helps you:

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        Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

        If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

        This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

        6. What do you like about working here?

        This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

        Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

        How it helps you:

        You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

        Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

        Whatever’s important to you, listen carefully and see if you can find any common ground.

        7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

        What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

        As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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        How it helps you:

        What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

        First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

        Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

        Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

        Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

        Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

        Making Your Interview Work for You

        Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

        Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

        More Resources About Job Interviews

        Featured photo credit: Amy Hirschi via unsplash.com

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