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Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
Want to Make Better Hiring Decisions? Why You Need to Consider Personality.
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Want to Make Better Hiring Decisions? Why You Need to Consider Personality.

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  • 1. THE WEBINAR WILL BE BEGINNING SHORTLY with Personality Expert Laura Plant Thursday, May 19, 2011 from 12 pm to 12:30 pm EDT FOR AUDIO, YOU CAN USE EARPHONES OR YOUR COMPUTER SPEAKERS, OR YOU CAN DIAL IN TO THE TELECONFERENCE – TOLL-FREE: 1-877-669-3239 NEED HELP? WEBEX SUPPORT LINE: 1-866-863-3910 Want to Make Better Hiring Decisions? Why You Need to Consider Personality
  • 2. Agenda <ul><li>The Consequence of Wrong Hires </li></ul><ul><li>What is “Fit” and How do you Hire For It? </li></ul><ul><li>The Influence of Personality Styles on Behaviour </li></ul><ul><li>Hiring Right the First Time </li></ul><ul><li>The Benefits of Right Hires </li></ul>
  • 3. The Consequences of Wrong Hires <ul><li>Hiring the wrong candidate can have a negative impact on: </li></ul><ul><li>Organizational performance and Productivity </li></ul><ul><li>Employee Morale and Engagement levels </li></ul><ul><li>Your Professional Reputation </li></ul><ul><li>Public Reputation and Customer Relationships </li></ul><ul><li>Cost of Recruitment, Onboarding, Training and Turnover </li></ul><ul><li>Plus, there is a risk of: </li></ul><ul><li>Potential financial liability </li></ul><ul><li>Potential of legal risk and litigation </li></ul>
  • 4. Hiring: The Critical Skill The know-how The can-do The will-do Knowledge/ Experience Personality/ Behaviours Skills/ Abilities
  • 5. What is Fit? The behaviours and characteristics required to be successful in an organization and job. Organizational Fit: Culture, Values, Environment, Leadership, etc. Job Fit: Tasks, Duties, Responsibilities, Motivation, etc.
  • 6. How Do You Define Fit? <ul><li>Top Performer Job Benchmarking </li></ul><ul><li>Assess and analyze personality traits of “Top Performers” in the role to better understand the behaviours required for success on the job </li></ul><ul><li>Gather input from “Job Experts” (Managers who know the role well) to understand what they believe will lead to job success </li></ul><ul><li>Create validated, customized benchmarks that are unique to the organization and the specific role </li></ul>
  • 7. How Do You “Attract” for Fit? Personality-Based Job Postings Customize job postings so they candidly describe the behaviours required to be successful in the role. Candidates that are not a fit will be more likely to screen themselves out.
  • 8. How Do You Identify Fit? <ul><li>Candidate Assessments </li></ul><ul><li>Assess and analyze personality traits of Candidates for the role to better understand their personality style, behavioural preferences and tendencies in the workplace. </li></ul><ul><ul><ul><li>Motivators and Demotivators </li></ul></ul></ul><ul><ul><ul><li>Learning Styles </li></ul></ul></ul><ul><ul><ul><li>Communication Styles </li></ul></ul></ul><ul><ul><ul><li>Decision-Making Styles </li></ul></ul></ul><ul><ul><ul><li>Natural Strengths and Weaknesses </li></ul></ul></ul><ul><ul><ul><li>… and more! </li></ul></ul></ul>
  • 9. How Do You Hire for Fit? <ul><li>Candidate-to-Job Matching </li></ul><ul><li>Compare the candidate’s personality to the Job Profile to identify level of fit and specific gap areas. </li></ul><ul><li>Investigate in the job interview whether these gaps can be barriers to success or if the candidate has the ability/desire to flex and adjust to the role in order to be successful. </li></ul><ul><li>Understand the energy and effort required to adjust to the role. </li></ul><ul><li>The organization and candidate can make more informed job matching choices. </li></ul>
  • 10. Understanding Personality Styles There are many different personality styles… <ul><li>Strengths and weaknesses with every style </li></ul><ul><li>Can be equally effective </li></ul><ul><li>Work in different ways </li></ul><ul><li>Motivated by different things </li></ul>
  • 11. DOMINANCE <ul><li>The Authoritative Style </li></ul><ul><li>Direct, to-the-point communication </li></ul><ul><li>Assertive, Decisive </li></ul><ul><li>Competitive, Persistent </li></ul><ul><li>Aggressive, Confident </li></ul><ul><li>Comfortable with risks </li></ul><ul><li>Control, Power </li></ul><ul><li>Daily Challenges </li></ul><ul><li>Tangible results </li></ul><ul><li>Big picture </li></ul><ul><li>Primary Strength: Drive, Getting things done </li></ul><ul><li>Primary Weakness: Running people over </li></ul>
  • 12. Extroversion <ul><li>The Persuasive Style </li></ul><ul><li>Personal and Team Gain </li></ul><ul><li>People Interaction </li></ul><ul><li>Communication </li></ul><ul><li>Enthusiasm, Optimism </li></ul><ul><li>Comfortable with risks </li></ul><ul><li>Intangible recognition </li></ul><ul><li>Big picture </li></ul><ul><li>Persuasion, influence </li></ul><ul><li>Primary Strength: Building rapport and relationships </li></ul><ul><li>Primary Weakness: Speaking More Than Listening </li></ul>
  • 13. Patience <ul><li>The Collaborative Style </li></ul><ul><li>Approachable </li></ul><ul><li>Reflective </li></ul><ul><li>People oriented </li></ul><ul><li>Collaborative </li></ul><ul><li>Warm, professional </li></ul><ul><li>Dependable, Consistent </li></ul><ul><li>Minimal conflict / Harmony </li></ul><ul><li>Risk Averse </li></ul><ul><li>Process driven </li></ul><ul><li>Primary Strength: Listening Skills </li></ul><ul><li>Primary Weakness: Change Management </li></ul>
  • 14. Conformity <ul><li>The Systematic Personality Style </li></ul><ul><li>Precise, Analytical </li></ul><ul><li>Careful, Organized </li></ul><ul><li>Structured, traditional </li></ul><ul><li>Accurate, analytical </li></ul><ul><li>Policy driven </li></ul><ul><li>Logical, plannful </li></ul><ul><li>Disciplined, controlled </li></ul><ul><li>Focus on the Details </li></ul><ul><li>Primary Strength: Execution </li></ul><ul><li>Primary Weakness: Flexibility </li></ul>
  • 15. Environmental Role Adjustment Our natural and preferred style is not appropriate for all situations. We prefer to do things that come naturally to us. Styles must be “flexed” to be effective in different situations. Flexing takes energy. Extreme flexing can cause stress and lead to burnout if not managed. Being aware of the ways we need to flex is crucial.
  • 16. The Benefits of Right Hires <ul><li>Hiring the RIGHT Candidates the FIRST TIME will have a Positive Impact On: </li></ul><ul><li>Organizational Performance and Productivity </li></ul><ul><li>Employee Morale and Engagement Levels </li></ul><ul><li>Your Professional Reputation </li></ul><ul><li>Cost of Recruitment, Onboarding, Training and Turnover </li></ul><ul><li>Plus, It Will Decrease Your Risk Of: </li></ul><ul><li>Potential Financial Liability </li></ul><ul><li>Potential Legal Risk and Litigation </li></ul>
  • 17. Q &amp; A
  • 18. Laura Plant Manager, Talent Management Solutions Drake International [email_address] 1-416-216-1117 (direct) Heather Payne Sr. Marketing Coordinator Drake International [email_address] 1-416-216-1125 (direct) Drake International: Web: www.drakeintl.com Blog: www.drakepulse.com Facebook Page: /drakeinternational Twitter: @drakeintl Our Contact Information
  • 19. Q &amp; A
  • 20. What is Your Personality Style? How well do you know yourself? To learn more about your personality style, we offer you a complimentary DrakeP3 Personality Assessment!
  • 21. Laura Plant Manager, Talent Management Solutions Drake International [email_address] 1-416-216-1117 (direct) Heather Payne Sr. Marketing Coordinator Drake International [email_address] 1-416-216-1125 (direct) Drake International: Web: www.drakeintl.com Blog: www.drakepulse.com Facebook Page: /drakeinternational Twitter: @drakeintl Our Contact Information

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