Archives for June 2015 | Collins McNicholas

But what if people lie? Using Personality Tests to Identify the Best Job Candidates

But what if people lie? Using Personality Tests to Identify the Best Job Candidates“But what if people lie…..” is a question that we are frequently asked when outlining personality inventories as part of a recruitment process. This is always a concern when undertaking a recruitment campaign, but particularly when using new or more complex tools. “If a candidate knows that a Management role requires Leadership skill, what’s to stop them from embellishing their strength and preferences in this area?” 1. Indirect Questions Questions asked in a personality inventory are not so straight forward as “Do you like working as part of a team?”  Often preference selection will force the candidate to select between several favourable behaviours or rank behaviours in order of likelihood or preference.  This means that the candidate must rely on their judgement and preferences, making it much more difficult to manipulate the eventual scoring. 2. Lie Scales / Social Desirability Measures Checks and scales built into personality inventories act to ensure that those candidates who lie or exaggerate the truth are detected and highlighted to the Assessor as part of the Assessment Report.  Valid and Reliable Personality Inventories based on scientific evidence will include measures of candidates’ patterns and consistency of responding, including any attempt to skew the report in a particular direction. 3. People lie at interview too Unfortunately human nature is such that in some circumstances some people will lie. This is also true of interviews. Over time and repeated testing it has been concluded that psychometric testing, including personality inventories, are better predictors of job success than interviews. While there are many factors at play here (level of structure used at interview, interviewer skill, or potential bias) the honesty or “truthfulness” of the candidate is vital to the effectiveness of the interview and can often be very difficult to evaluate. While there is never a guarantee of absolute honesty (even the traditional Lie Detector Test has been called into question), psychometrics and personality inventories can improve the quality of the process considerably. In order to gain the most benefits from psychometrics and personality inventories you should: Choose an appropriately qualified and reputable Assessor Ensure a reliable and valid test or measure is used – avoid well packaged and often free online assessments which are without scientific merit If possible, ask the candidate to complete the assessment onsite Follow-up the assessment with a face-to-face interview, probing any areas of concern or particular strength in detail and asking for relevant examples   Caroline Ward HR Services Consultant Collins McNicholas Recruitment & HR Services Group...

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Graduate Assessment Centres – What to Expect

What should I expect at a Graduate Programme Assessment Centre? Assessment Centres are increasingly common and have been a part of the Graduate Programme for many years. Assessment Centres are designed to assess your competency or skills in relation to the role, your cultural fit and overall motivations or career aspirations. As part of the programme you may be asked to complete: Group Exercise Usually 5 – 6 people working together to complete a task or solve a problem. What may be assessed? Team Working Style, Communication Skills and Problem Solving Skills Presentation An individual is provided with a topic on the spot or prior to the day and asked to give a presentation to the Assessor or a group on that topic. What may be assessed? Communication Skills, Analysis and Decision Making Analysis Presentation An individual delivers a presentation based on conclusions drawn from a large volume of newly presented information or data. What may be assessed? Problem Solving Skills, Decision Making Skills and Communication Skills In-Tray Exercise Sorting through written material, prioritising and remaining calm under pressure. What may be assessed? Decision Making, Prioritisation, Resilience, Analysis Ability Assessments Online or paper based ability psychometric tests completed on the day or a date prior online. What may be assessed? Verbal Reasoning, Numerical Reasoning, Spatial Reasoning   Top Tips Ask Lots of Questions: Ensure you understand what is required of you Get Stuck In:  Suspend belief if required, be enthusiastic Take the chance to learn: About the company, the job and even yourself Be Yourself: That’s who they selected for the Assessment Centre after all!   Caroline Ward HR...

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Tough Interview Questions: Do you have a question for me?

At the end of a job interview the interviewer will usually give you the opportunity to ask them a question. It is tempting to say that you have nothing you would like to ask and rush out of there relieved to have survived the experience. If you do this, however, you will be missing out on an opportunity to impress the interviewer. Asking a question isn’t necessarily about finding something out. It is really a chance to display your understanding of the company and your level of insight into their operations. Questions can follow several tracks; you can ask about the industry and the company’s position in the market; you can ask about the expectations for the role you are applying for, or you can ask about the working environment. Examples of these types of questions would be: How would you define success for this job? What challenges would I face in the first 3 months? What is the working environment like? Are there opportunities for promotion in this role in the future? How would you describe the company’s culture? What kind of job development and support do you provide? There are many suitable questions you can ask. The point is to show that you have given the job real consideration, that you already have a good idea of what the opportunity entails, and the question is simply to provide you with another small insight into the company. There are certain questions you should never ask under any circumstances. How much does this job pay? How many days holidays do I get? How big is the office? Questions that...

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