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Testing Talent
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Tips for organizations to consider before purchasing psychometric tests
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For Independent and Professional Expert Advice
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Good personnel selection methods contribute to hiring and promoting talented people in your business - but which are best

If you are involved in personnel selection you no doubt have often asked yourself the following question. Which method is best? What combinations can be used for both entry level hiring and promotion of experienced job applicants. After all the demand for talented people is constantly growing. Most of us have had the experience of appointing an individual only to find that the individual's performance has fallen well below what had been hoped for. I'm sure you would like to know then what personnel selection works best.

Professor Frank Schmidt who has worked for many years in the area of personnel selection has recently published a seminal paper 'The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings'. This working paper has built on his previous research into the area of personnel selection. Some of the findings will undoubtedly be a surprise and previously held views on personnel selection will receive a bit of a rethink.

Schmidt & Hunter's original research summarized 85 years of research findings on the validity of job selection methods up to 1998. Schmidt's updated paper looks back over the past 100 years has been able to improve the accuracy of the validity estimates and improve the prediction of job performance. The cumulative findings of the research show, that it is possible for employers to substantially increase the productivity, output, and learning ability of their workforce by using selection procedures that work well and by avoiding those that do not.

Financial Benefits of Good Personnel Selection

Do you know?

A superior worker in an unskilled or semi-skilled job produces 19% more output than an average worker

A superior skilled worker produces 32% more output than the average skilled worker, and;

A superior manager or professional produces output 48% above the average for those jobs.


What does this mean financially for an organisation?

If we assume a salary of £40,000 a superior worker, will produce £16,000 more in output than the average worker and a massive £32,000 more in output than a below average worker. You can see therefore that selecting talented people does really have a huge impact on the profitability of any organisation. Remember these gains only relate to for one new hired employee and for one year in the post.

Image if you hire 5 people a year and they all stay with the organisation for 5 years. Comparing a superior worker with an average worker, would mean £400,000 in additional output. When comparing a superior worker with a below average worker this would mean £800,000 in additional output gains.

You can see that the financial gains for any organisation can be massive.

So - What Personnel Selection Methods Will Increase Profits

Professor Schmidt's research of the effectiveness of selection methods provides substantial evidence in the operational validity for operational job performance. Total job performance is always shown as 1.00, i.e., perfect job performance. The table below illustrates the selection procedures / predictors of job performance and their operational validity. These no doubt will cause much debate and indeed hopefully reflection on your current selection approaches.

To see the validity of the best selection methods Click Here

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Four Key Behaviours for Retail Staff

It is often said that people are what make a business. No more so than in retail sales. If you wish to create a pleasant shopping experience for your customers, then you need to recruit the right people. Recently Saville Consulting (an international assessment organisation) published in-depth research into what it is that those in the retail sector need to consider when recruiting retail staff. Read more below:
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Increase your profits per hire by 10% using psychometric testing
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Consider Psychometric Testing to improve the success of your recruitment
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Cut-e’s global assessment barometer gives us a great insight into psychometrics in 2016
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Seven Quick Tips to ensure you hire the Right Person
Sir Richard Branson (Virgin) recently stated, “There is nothing more important for a business than hiring the right team.  If you get the perfect mix of people working for your company, you have a far greater chance of success.”  If you follow these steps you will greatly increase your success in hiring the Right Person.
Conduct a thorough Job Analysis – use a number of methods, such as Repertory Grid, Critical Incident technique and Profiling Systems. 
Design Job Descriptions and Person Profiles based on the Job Analysis
Advertise widely and then shortlist on the Essential and Desirable Criteria
Consider using Psychometric Tests – If so check individuals are properly registered to ensure professional competence.  The Register in Test Use -  www.psychtesting.org.uk (UK) or for the policy for appropriate test use in Republic of Ireland check with Psychological Society of Ireland – www.psihq.ie
If using Assessment Centres ensure the requirements of the position are clearly defined before the assessment takes place and that assessors are fully trained.  In early 2015 the British Psychological Society produced  a new standard on the Design and Development of Assessment Centres www.bps.org.uk
Conduct structured interviews.  Remember with the growth in ‘coaching’ many candidates can present themselves in a highly professional manner.  Ensure all interviewers have received training and are fully familiar with legal regulations.
Provide feedback to candidates and evaluate and validate your recruitment and selection processes.
For independent advice on assessing individuals in a business environment contact Dominic McCanny (Chartered Psychologist) at www.testingtalent.net  
Testing Talent
Testing Talent
testingtalent.net
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Deloitte buy UK based Psychology Business Kaisen to further develop their consultancy services.  Kaisen have developed a number of specialisms around leadership.  For further details visit our website. 
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Rude, backstabbing, conniving, arrogant, are all perfect traits for working in banking in London.
This was a comment made by an individual responding to an article about the ideal personality for working in investment banking in London.  The article set out what it believed to be the personality traits required for investment bankers after the financial crash of 2008.  Probably the comments are a bit harsh on investment bankers who I’m sure really are nice people, although I’m not too sure Max Keiser of the Keiser Report would necessarily agree. 
However, this does raise the question, ‘Is there an ideal personality to maximise job performance?’   This is particularly so when one considers the recent turmoil on the Asian Stock Markets.  Let us consider one of the best-known overviews of personality traits, commonly referred to as the “big five” personality factors.  It is often referred by the mnemonic, OCEAN which stands for:
Openness - people high on this dimension are more likely to be intellectually curious and show independence of judgement.
Conscientiousness - people high on this dimension are more likely to be determined, a perfectionist and someone who will stick to completing the task.
Extraversion - people with a high extraversion score tend to be more talkative, assertive, and sociable people.
Agreeableness - people with a high score tend to think about others first, and are often sympathetic and eager to assist people.
Neuroticism - people with a low score are likely to be emotionally stable, calm, even-tempered, and able to face stressful situations (often termed as high emotional stability).
So, what type of personality is likely to be more successful in a work setting? Much research identifies conscientiousness as being one of the most predictive traits of future job performance. However, one has to be careful in that whilst it might be a good characteristic it can often be a disadvantage, e.g. if the job requires constant change.
Let us further consider the personality of a ‘safe’ bus driver.  Research indicates that those with the lowest accident rates tend to be low on extraversion, i.e. ‘quiet and less sociable people’ with a high emotional stability. 
If we widen the debate of personality and safety at work, research also indicates that those low on agreeableness (i.e. those individuals who are competitive as opposed to being co-operative) is a predictor of involvement in work accidents.
With most work environments requiring us to work in teams, then not only is an individual’s personality important but also having a wide range of personality traits within the team is equally important so that the organisation can succeed in ever demanding work environments.  
In summary therefore it is always essential to understand the requirements of the job and then to map what personality factors are important for success in the job role.  What we also know is that high emotional stability, extraversion and openness, contributes to satisfaction in our career. 
For specialised information on the use of personality profiling for job success or career development, contact us or read more at our website on psychometrics. 
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