HR And Training | Collins McNicholas

And the President of the United States 2017 – 2021 is Donald Trump!

And the President of the United States 2017 – 2021 is Donald Trump!Although there was no clear favorite throughout the campaign, America has made its decision for this presidential term! This time of year always brings about great discussion, be it at home in the sitting room or out having a coffee, about what the ideal president would look like. Alongside the president needing to have the skills, capabilities and knowledge to operate effectively within the role, there are also key personality traits which we would hope the president would possess. As the list could be endless, I decided to choose the top four traits i.e. jigsaw pieces I think are critical to operate effectively in this position……IF we could build an Ideal Presidential Personality Profile. Before we get into the nitty gritty of what these traits look like, let’s start of by defining what a personality trait is. They are defined as distinguishing qualities or characteristics that are the embodiment of an individual and would determine one’s patterns of behaviour, temperament and emotion. On the other hand, skills are the learned capacity to carry out specific tasks. The Four Qualities are: Charisma Charisma can be defined in many ways, however, it is frequently referred to as a rare quality of leaders to command a room and inspire individual’s enthusiasm and devotion with their sheer magnetism. This friendly and pleasant demeanor can soften even the toughest critic. Even if you’re not described as a ‘people person,’ flashing a friendly smile during discussions can have great benefits, especially if you are president. Persuasiveness In order to successfully do any leadership role, never mind lead a country, people have to believe in the individual and their credibility. Image and identity are everything and the confidence people have in you, your mission, your reputation, and your beliefs and values, are key to being a great leader. You have to persuade people of this — it doesn’t just happen. Resilience A president needs to always draw attentionto the positive aspects of a situation to the people. They need to cope well with any problem and bounce back quickly from any setbacks. As you can imagine a good few of these are bound to happen on the job. Although the individual may be suffering through an illness or have a lot going on in their personal life (bearing in mind this usually is splashed all over the papers) they still need to get their duties completed. There would be times whereby hurdles are thrown at them and it’s crucial for them to stay committed to goals, remain level-headed, keep positive, and put on a good show. Inspiring Inspiring people to see your vision is vital not only for one to be elected as President but also for people to be supportive of your action plans. If you want to make people feel invested in past accomplishments or future goals it is key for one to be enthusiastic about what’s to come. The President needs to be able to inspire people to focus on the positives of a situation i.e. the ‘unity of a country’, or at times where morale is low, just keep spirits up! Just some food for thought when you’re sitting around the table in four years’ time! Emma Woods HR Services Consultant Collins McNicholas Recruitment & HR Services...

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Overeducated Staff & Matching Skills to Job Needs

There was an interesting article published by the Irish Times last Friday on problems surrounding an overeducated workforce. Collins McNicholas’ HR Services Consultant, Caroline Ward, was quoted in the article, emphasizing the importance of factors beyond education level when recruiting staff, such as motivation, attitude, and culture fit. Check out the article here:...

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Recruitment & Assessment – Is it all about playing the game?

In recent years there has been an increase in what is termed “gamification” in the assessment process.  This refers to using gaming technology and themes traditionally associated with computer or video games to form an assessment during the recruitment process.  This can involve building simulated online versions of the potential work environment, developing interactive games and trying to incorporate “fun” into the assessment process.  A recent article in “Assessment & Development Matters” pointed to the Marriott Hotel Group, L’Oreal and several other multinational highly respected graduate and high volume employers as favouring this method of assessment for recruitment. It might be fun and engaging but is it effective? Why use gaming technology as part of the assessment process? Organisational brand can be promoted throughout the assessment “game”. High potential to provide a realistic preview of the role for candidates by providing an interactive simulation of the work environment. Assessments can be completed remotely and with limited supervision. It’s “fun”! What are the potential risks? Bias toward younger candidates or those interested in gaming as a hobby. May create a distance between candidates and the hiring company by limiting real communication. Possibility of losing sight of the role’s competencies in the midst of creating a visually impressive tool. Further testing required to prove the process works. For further information on Psychometric Assessments, contact Caroline Ward on 09064 78104 or email...

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Are you a secret Fireman?

Personality inventories can be a useful tool when considering a career change or exploring options for development in your job.  Exploring your preferences (or dislikes) in the areas of Negotiation and Sales, Leadership, Communication, Working to Targets, or Working under Pressure, for example, could help you to decide the next career move most suited to your personality and style. FIREMAN Communication Working under pressure Resilience Caring      SALES Communication Working to Stretching Goals Negotiation/Sales Socially Confident   QUALITY CONTROL INSPECTOR Attention to Detail Rule Following Variety Seeking   For more information on personality inventories and assessment generally please see the Assessment Centre information pages on our website: http://www.collinsmcnicholas.ie/jobseekers/psychometric-testing-assessment-centres/ http://www.collinsmcnicholas.ie/employers-about-us/psychometric-testing/psychometric-testing-landing-page/   Caroline Ward HR Services Consultant Collins McNicholas Recruitment & HR Services...

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When Trust Breaks Down in the Workplace

Introduction Those of you that follow the GAA may have noticed the recent uproar in the media over the bust-up between the Clare hurling manager, Davy Fitzgerald, and two of his players, Davy O’Halloran and Nicky O’Connell, both of whom subsequently left the county panel. The incident revolved around the two players violating the team’s ‘Code of Conduct,’ according to Fitzgerald, after being spotted out socialising with friends four days before a match. Neither could play in the match because of injury, yet both were harshly disciplined, in the view of many, for their alleged misconduct. They were isolated from their teammates for a three week period, forced to train separately, do extra training, and were not allowed to use the changing facilities or wear the county gear. Unsurprisingly this sparked furious debate in the media about the expectations placed on intercounty hurlers and footballers, with Joe Brolly leading the charge. Nicky O’Connell has since apologised and returned to the Clare panel one month after exiting the county setup. Davy O’Halloran, however, joined the county football team instead. Developing Trust It is not for me to say how an intercounty hurling team should be run, but when applied to a work setting the incident does beg the question of how management should engage with staff in the workplace, and what the right balance is between trust and discipline. Most companies will outline in a handbook what the guidelines are. But any company that aspires to be great needs to develop a degree of trust between managers and employees. What we are seeing in progressive companies is that they empower...

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5 Happy Reasons to Use Psychometrics

Here’s 5 happy reasons to use Psychometric Assessment as part of your next recruitment process! 1. Happy Candidates The recruitment process has greater transparency, fairness and it is easier to see the parallels between the assessment chosen and the potential role. Candidates may get a preview of the tasks they would be required to complete as part of their role. 2. Happy Hiring Managers Ability to observe and measure candidates completing tasks and using skills absolutely necessary for a role, even if the skills are practical or technical (e.g. fine motor skills or hand-eye co-ordination for a Lab Technician, Manufacturing Operator or Assembly role). Time spent in repeat interview processes can be spent on other priority projects. 3. Happy HR Managers Opportunity to measure ability in areas identified as key to success in the role, matching assessments to key competencies. Ensures standardisation of the recruitment process. 4. Happy Environment Preferred work style and cultural fit can be explored using Personality, Motivation or Interest Inventories. 5. The Science Bit Proven Reliability and Validity – Tests are measuring the ability or area that they say they are going to measure and are proven to be the same across test groups. For more information on psychometrics or assessment centres, please contact Caroline Ward on 090 64 78 104 or...

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