Tag Archive for: Personality Assessment

More than a Data Point! Gain Predictive Analytics across the Talent Cycle

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With literally thousands of assessments available, it is hard to know which to trust, how to use them, and how to evaluate the value of their data. Many personality and style indicators are popular for insight on employee differences and learning how leaders and team members can adapt to various styles for more effective relationships. But when it comes to hiring, development, and succession planning these popular tools and instruments are too limited to provide predictive value. Because many organizations have traditionally applied these tools beyond their intended purpose, leaders and recruiters are often skeptical of using any behavioral analytics! How can organizations avoid getting burned and find the right assessment for the right application when it comes to hiring, development and succession planning?

You are not a Style, YOU are Unique!

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Who does not enjoy taking behavioral personality assessments to better understand themselves? We are infinitely interested in who we are, how we interact with others and just what makes us tick! The problem is, most assessments measure a very narrow set of traits. Many common psychological and behavioral assessments look primarily at personality traits. For instance, Myers Briggs and DISC are widely used to measure personality styles. Imagine of the 6+ billion people in the world, you are one of 16 Myers Briggs styles! So what exactly does that make you — 1 in 375,000,000? No, YOU are unique! To appreciate just how unique you are, view this powerful video and be encouraged: You are Unique
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Three Keys to Work Satisfaction

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three keys to work satisfactionIt seems basic. If you like what you are doing it doesn’t feel so much like work. If you enjoy doing something you are more likely to continue doing it and do it well. So shouldn’t a personality assessment being used to measure job suitability include measuring work satisfaction?

Measuring work satisfaction is essential to determine motivation and forecast whether an individual will prosper, succeed and stay with the organization. Most behavioral and personality assessments fail to measure work satisfaction and are therefore limited to predicting personality.

Harrison Assessments’ twenty five plus years of research prove that employees who enjoy at least 75% or more of their job are three times more likely to succeed than employees who enjoy less than 75% of their job. Measuring factors related to work satisfaction makes it possible to predict job success and therefore hire, motivate and retain top talent.

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Incessant Complainers

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incessant complainer

Incessant Complainers. Do you have this type of employee in your organization?

Characteristics: Non-stop complaining about the company, the working environment, colleagues and customers; does not see problems as opportunities to improve a situation. Complains about things but walks away when called to take up the challenge to change things for better.

Traits to look out for: Low willingness to take up challenges. Has a very strong mindset of what things “ought to be”. Low or moderate technical competencies to perform the job and has a weak desire to improve oneself by taking the necessary actions to learn new skills and adopt a mindset shift to address issues constructively.
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Ego Almighty

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Huge Ego

There are typically all sorts of various personalities working in an organization. In previous blogs we have reviewed a few. The Drama King/Queen, The Incessant Complainer, etc. Do you have a few “ego almighty’s” working in your company?

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Just DO it!

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just do it

“I HATE my work!” How successful do you think someone will be at a job who says this? “I don’t care if you hate it, just do it”. How long will this company be operating if this is the most often said comment from the team leader?

The Harrison Assessment’s Paradox Theory predicates that performance and enjoyment are closely linked, because when one enjoys doing something in particular, one tends to do it more willingly and often. This in turn makes one very competent in that task and thereby makes one an effective exponent of that particular job. Workers who have a great time doing whatever it is that captivates them, will be effective performers and ultimately add to the company’s success rate!

The key is to find what turns on a particular worker and provide an environment where this is readily found and you’ll have a recipe for employee success for sure!

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Enabling Innovation with the Help of Personality Trait Assessments

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Electric bulb in woman handInnovation, Innovation, Innovation. It is hard to read a newspaper or business journal without finding an article on innovation or a reference to how companies must innovate to stay competitive. But the question that few articles address is how does a company become innovative or foster a culture of innovation?

Most will agree that people are the key to innovation, which raises yet another question – how do you know if someone is innovative? There is no easy way to identify innovative people from non-innovative people. Fortunately, there are critical traits found within people who are considered innovative leaders. This creates the opportunity to utilize personality trait assessments to identify those with the most innovative potential.
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The Best Kept Secret in Talent Management!

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bestKeptSecret

Harrison Assessments

Is improving engagement and retention a top priority in your organization? An analytics system that facilitates better hiring and promotion decisions at every level and enables leaders to more effectively onboard, coach and mentor their employees can dramatically impact your results. At the same time, preparing your talent to advance requires effective behavioral assessment. The best kept secret in talent management is that now one system can meet each of these crucial needs!
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Harrison’s Job Success Formula- JSF

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Harrison Assessments Job Success Formula

Harrison’s Job Success Formula- JSF
Personality tests are increasingly popular due to the importance of understanding how an employee or job candidate will behave. Since poor performance usually relates to behavioral issues, measuring job behavior is essential.

However, personality tests are very general, usually measuring only 4-30 personality factors which are used for every job. In contrast, Harrison Assessments’ award winning suitability assessment is designed to measure engagement, motivation, interpersonal skills and retention factors related to specific jobs.

Ever wonder how Dan Harrison and the Harrison Assessments formulate the success factors for a specific job?

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Blind Optimist

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blind optimist

Blind Optimist

Do you have a Blind Optimist at work? The kind of person who sees good in everything, no matter what the situation? That ever so cheery person who never seems to be living in reality? A little ray of sunshine in the workplace is good right? The sprinkler alarms could be raining water down on desks and they would smile and say… “at least the plants are getting watered”. Okay, that was a bit of an exaggeration but you get the point.

Having optimism is good, but it is also possible to have too much optimism to the point that it is “blinding”. An optimistic attitude is good, especially if you are in a position that requires a little extra positive energy, such as sales or customer service, however if the optimism gets in the way of making accurate strategy analysis or executing or performing a tasks with attention to the possible fail factors the increased level of optimism could become a hindrance to success.

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Walkway Strollers (or Web Browsers)

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Prairie Dogging

Walkway Strollers (or Web Browsers)

Do you have a Walkway/Web Stroller at your office? You may recognize the type:

Characteristics: Highly mobile around the office complex and loves peeping into others’ cubicle (workstation) finding out how others are managing their work and life.

This behavior may manifest itself virtually. The walkway stroller may not cruise the actual hallways, they may cruise the web instead. They may take it upon themselves to police the social media sites, peeping into the personal posts of their co-workers.

This person typically thinks s/he is practicing management by walkabout except that s/he forgets to manage his or her own work, deliverables and KPIs first.

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Suitability and Hiring Selection Success

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suitability and hiring selection success

Suitability and Hiring Selection Success

For most jobs, suitability/behavioral factors are about 50% of the reason people succeed or fail at a job. Therefore, effectively measuring suitability should be an essential part of any job fit or hiring assessment. The importance of assessing behavior during recruitment is evidenced by the fact that most organizations hire people for their eligibility and then try to develop their suitability. And in many cases, they fire them for their lack of suitability. Since behavior is fundamentally more difficult to change than eligibility, it is better to hire people who already have the right suitability for the job.

Suitability/behavioral factors are more difficult to assess because, unlike eligibility factors, there is no objective and verifiable information that is readily available. In addition, suitability factors are much more interrelated, and subtle balances between factors have significant implications for behavior. To make it even more challenging, applicants have a significant incentive to withhold or distort information that might hinder their job opportunity. This is highlighted by a recent study that determined that 80% of resumes contained lies.

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Always Right

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Dwight always right

Always Right

Do you have that “always right” never in doubt employee in your organization?

We’ve all seen them, some of us have worked with them and most of us can certainly identify a few of them. Those personality types that muck up the atmosphere at work and typically put a wrench in productivity because of their dominance. The very strong type personality that sometimes gets categorized as a bully because of their strong convictions. This person’s wealth of “certainty” may not have a positive effect on your company.

The Harrison Assessment can help you identify and positively develop these personality types.

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Amazing Job Race

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Amazing Race

Amazing Job Race

Too bad you don’t have sixteen weeks of challenges, obstacle courses and road blocks to find the winning Amazing Job Team!

I will admit it. My guilty pleasure is watching “The Amazing Race.” It’s a long running TV show that starts typically with 12 two-person teams and follows them as they race around the world, trying to be the first to complete a set of challenges and get to the finish line winning 1 million dollars.

I happily watch the trials and tribulations of the teams as they jump through hoops, complete challenging projects under pressure and compete with each other to win position. I get an inside seat to the behaviors of people under stress attempting to complete tasks. It is interesting to me to watch how well someone completes a task that they enjoy doing… (the surfer lady who excels on all the water, heights and physical challenges…etc)

The Amazing Race is termed a “reality show.” The show is filled with leadership, teamwork, culture and communication lessons. As I watch and learn I wish that businesses in “reality” could put their possible team candidates through a race like this to figure out which candidates are the best.

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Bad Egg or Humpty Dumpty

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Humpty Dumpty

Bad Egg or Humpty Dumpty

You have that employee that doesn’t quite fit or is not quite up to performance standards. Some refer to them as “toxic” or “pains.” In previous blogs we have referred to them by different stereotypes…. Mini Napoleon, Crowd Pleaser, Emotional Moody, Ego Almighty, Verbal Caustic…. Etc. These employees are disrupters in the work place often hindering productivity and considered to be liabilities.

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Who are your HIPOs?

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Hippo Businessman

Who are your HIPO’s?

No, this is not a typo. I am not talking about those big somewhat loveable yet dangerous animals that frequent the waters… the hippos.

HIPO’s… High Potential Candidates. Those job applicants or current employees in your midst that are the potential proactive earners, the successes, the gems.

You can’t tell if someone is a HIPO just by looking at them. They are not wearing a big gold star on their lapel that signifies, “I am your best employee pick.’’

An effective tool to use in identifying employee potential is a comprehensive behavioral assessment that is specifically designed for job fit analysis, such as Harrison Assessments.

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Keep Your “Keepers” with Behavioral Assessment

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Team - 22219117_mIs your Board and executive team developing human capital strategies to gain competitive advantage and accelerate their business goals? Is your organization seeking new ways to positively impact engagement and retention? If so, they are not alone! Deloitte Consulting and Bersin identifies three primary areas of strategic focus in their Global Human Capital Trends report: Lead & Develop, Attract and Engage, and Transform and Reinvent. Among these strategic trends, leadership, retention and engagement, talent acquisition and reskilling HR were the top urgent needs to support business priorities and goals. Additional research by Aberdeen Group of Best-in-Class organizations demonstrates that top performing organizations, successfully utilize behavioral assessment as an enabler in each of the strategic talent needs.

Is improving engagement and retention a top priority in your organization? An assessment system that facilitates better hiring and promotion decisions at every level and enables leaders to more effectively onboard, coach and mentor their employees can dramatically impact your results. At the same time, preparing your talent to advance requires effective behavioral assessment. Now one system can meet each of these crucial needs.
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