Hiring high performers, especially at the executive level – is not a simple or straightforward task. Many people progress to senior ranks via organisation’s internal social systems, most of which are not based on hard science, but based on who you know and how well you play the political game.
Unfortunately, this is one of the reasons many organisations end up with volatile leaders and spend much of their resources trying to manage the consequences, instead of making smarter hiring decisions.
Poor leadership can impact your organisation on many different levels. It can lead to poor employee morale, a culture that is not conducive to high performance, a spreading of dysfunctional team norms, and a negative brand image.
The cost of the resulting turnover, lack of attraction, and performance-management, is easily avoided using a robust and scientifically-tested recruitment method. This involves the use of psychometric testing, and specifically behavioural profiling, to differentiate the good and the bad force.
How to recruit your Jedi's?
The Hogan Personality Inventory (HPI) describes normal, or bright-side of personality – qualities that describe how we relate to others when we are at our best (and fighting the First Order). Assessing normal personality gives valuable insight into how people work, how they lead and how successful they will be. The HPI is used as part of a selection process to identify applicants whose personal characteristics are aligned to work demands.
How to avoid the sith hires?
The Hogan Development Survey (HDS) describes the dark side of personality (or The Force) – qualities that emerge when an individual’s guard is down, for instance, when complacent or bored, or under stress and pressure. These qualities can disrupt relationships, damage reputations, and derail people’s chances of success. By assessing dark-side personality characteristics, you can recognise and mitigate performance risks before they become a problem. The HDS can be used in conjunction with a measure of day-to-day personality (HPI), to provide an in-depth picture of the person’s overall strengths and areas for development.
Why not start the new year with a fresh new recruitment strategy, and start investing in your future leaders who will generate the right return-on-investment?
Contact Testgrid today to find out more on recruiting smarter and better leaders.