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.
The level of patience someone has will have a huge impact on how she goes about her work and how she likes to communicate. Dr. Matt Poepsel, PI's VP of product, unpacks the patience drive.
Extraversion is one of the most critical behavioral drives you'll find in the workplace. Dr. Matt Poepsel, PI's VP of product, unpacks extraversion in this post.
Someone's level of dominance is perhaps the behavioral driver that defines him more than any other driver in the workplace. Here's a primer on this critical behavioral driver.
Few things are more draining than being inauthentic. Being conversational is a way to let the real you flourish. PI's product director shares some of her tools when it comes to being and authentic and human communicator.
Whether you’re hiring someone or looking to be hired, finding fit is critically important. Mike Zani, The Predictive Index’s CEO, has a simple framework for how he thinks about this. Before you hit play to watch the video, grab a pencil and piece of paper (you’ll understand why when you watch the video).