In The Predictive Index’s Behavioral Assessment, we look at people’s “self” as well as their “self-concept” when it comes to workplace behavior. I sat down with Dr. Matt Poepsel, PI’s VP of product, to help unpack these terms.
Stakeholder buy-in an issue? Win them over with the power of science. Validity studies are the first step.
Multivariate Predictability is one of those terms that can send even the most seasoned HR or talent management pro scrambling for a dictionary. Multi-what-now?
Practical tips on how to avoid hiring a psychopathic manager.
Many of us grew up hearing, “You need to go to college to get a good job.” We all know things have changed—a lot. But let’s turn this idea around. How important is education to an employer?
HR professionals graded themselves a big fat C when it comes to their recruiting process. So where are they going wrong?
We hire blind. We start with a job description and then hope the ideal candidate falls into our lap—even though we haven’t been clear about what kind of person is needed for the job. But what if you knew exactly what you needed? What if you could find candidates whose behaviors are appropriate for the job you’re hiring?
If you’ve ever searched for a job, you know that not all job descriptions are well written. And if you’ve ever had to build a job description—well, let’s just say many of us would prefer to watch paint dry. But it doesn’t have to be that horrible.
You are staring at a cursor on a blank screen. Or, if you’re lucky, you have a template of some kind to work with. If you’re unlucky, you might be looking at a mess of a job description someone else tried to create—that you need to turn into a magic document that will not only attract your dream candidate, but set them up for success.
A majority of companies and their hiring managers don’t give adequate consideration to the behaviors needed for a role.
I knew about “management by objectives.” Then I learned about “management by biscuits.”
You can learn about management in the unlikeliest places. In this case, it was from Hamish, my out-of-control West Highland Terrier.
These four factors explain a disproportionate amount of how we behave at work. Understand how strong someone is in each of these four factors, and you have a roadmap for how to work with them.
Hiring well is the best thing you can do for your business, yet when it comes to hiring well, we often times go off the rails before we really get started. Here's what goes wrong and how to fix it.
Knowing someone's low in formality might give you second thoughts about hiring him or her. "She doesn't know how to follow rules," you think to yourself. Or perhaps, "He'll never hit deadlines." Valid concerns, but being low in formality might actually be that person's biggest strength.
The behavioral drive of formality has an enormous impact on how someone will act in the workplace. Understanding people's level of formality is critical to having a successful working relationship with him or her.