Tag Archive for: talent assessment

Zealous Extremist

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zealous extremist

Do you have a Zealous Extremist working for you?

Characteristics: Strong personal values and life principles; completely passionate and committed to his own belief system. Can be overzealous in preaching or influencing others towards one’s belief system.

Traits to look out for: High influencing power, highly cause-motivated, highly certain and enjoys teaching and/or making presentations.

Negative side: Can either work with the organization or against the organization, depending on whether their values are aligned or different.

How to assess when you hire: If the interviewer finds the above tendencies through profiling, it is critical to takes the time to fully explore the individual’s values as well as the alignment with the organization’s value and direction.

You may even have a “Zealous Extremist” as an employee.
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Robo Advising HR

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Robo Advising HRCylon Centurion
Robo Advising HR

Algorithms seem to be the hot topic and “Robo Advising” is one of the newest fads. Algorithms are used for predicting everything from the weather, sports, economic indicators, and financial data to who is the best person to date? Trying to predict behavior is nothing new, people in ancient times used oracles, fortune tellers and crystal balls. Today’s technology uses algorithms and the new age of “robo advising” has begun.

According to dictionary.com an Algorithm is: a set of rules for solving a problem in a finite number of steps, as for finding the greatest common divisor.

Even though Algorithm’s are sometimes used in place of a human being, hence the term “robo advisor”, they are ultimately just a very powerful tool that needs to be used with care by human beings in order to accurately predict successful outcomes.

So is there a Robo Advising HR that can choose the right person to hire?

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Missing a Step in the Hiring Process

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missing a step in hiring process

Missing a Step in the Hiring Process

You place an opening on a job board to find the professional employee. This is considered time and money well spent since the position you are filling takes skill and requires a substantial amount of training and investment.

But what do you do with the applicants? How do you know from the resume and their references that they are the right fit for your job? Many past employers are afraid of the legal ramifications of indicating that a person did not work out in the job. Or, they may have an incentive to have you take this bad hire off their hands so they may stretch the truth in order to push the exit.

One of the next steps is typically to choose the top 5-10 and then interview. However, you are “missing a step” in the process.
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The Best Job Suitability Assessments

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best suitability assessment

There are bunches of assessments available today. Finding and developing that diamond in the rough employee has become an art, and employers are trying to get all the help they can in choosing the best candidate.

Which assessment is best? There are few things to consider when making the choice. Does the assessment use the same set of factors for every job? If that is the case, it is very unlikely to effectively predict job success. In order to predict job success the assessment must be job-specific.

For example, many personality tests use the same set of personality factors for every job. The majority of these factors are likely to be irrelevant to job success for any one job. How can recruiters or line managers know how to use such information when it is not job specific? Using such assessments is not only counter-productive, it violates hiring ethics and, in many cases, legal guidelines.

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PhD Org. Psych 24.7.365 – Harrison

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PHD Org 24.7.365

Dr. Dan Harrison

PhD Org. Psych 24.7.365- Harrison

It’s been a long time since I took a Psych class. I know there is a lot of good stuff there that can help me lead my organization forward.

I wear a lot of hats and one of them is the HR one. People and people processes are typically on my mind. Making sure I have the best people in the positions that they are best suited for is a challenge.

But going back to school to learn more about psychology so I can figure out what is really going on inside an employee or a potential hire is not going to happen. Something else that is not going to happen is hiring a PhD to figure it out for me. That is a major expenditure that I cannot afford.

However, there are relatively low cost alternatives that can help me wear this hat well. Job Fit Assessments. The Harrison Assessment Talent Solution is like having a PhD Org. Psych with me 24/7/365.

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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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