Psychometric Assessments | 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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How to Get the Most out of Psychometrics in HR

Last Wednesday morning Collins McNicholas in conjunction with the CIPD had the pleasure of co-hosting an event focused on the topical area of Psychometrics in HR. A large crowd gathered at the splendid Maryborough Hotel for a very informative presentation. CIPD Chairperson Margaret Collins began proceedings before introducing Rory Walsh, Regional Manager of CollinsMcNicholas Recruitment & HR Services. Rory gave a brief overview of the organisation and proudly announced that Collins McNicholas had recently been awarded Recruitment Company of the Year by The Cork Business Awards for 2016. Caroline Ward (HR Services Manager) then presented on why companies use psychometrics and how they can be altered to the specific needs of the company, be it within a recruitment process or the development of employees. Caroline also gave an insightful overview of some the most commonly used assessments and how to get the most from psychometrics. The guest speaker on the morning was Ronan Emmett, Head of Learning & Talent Acquisition in Boston Scientific. Ronan gave an interesting insight on how Boston have recently revamped their recruitment process and how psychometrics have played a key part in this journey. Ronan was keen to point out that psychometrics were not solely used with the recruitment process but are also used to identify high potential and assisting with the personal development of their employees. We would like to thank all those who contributed to the event and the CIPD for giving us the opportunity to discuss the growing importance of Psychometrics in HR. Please find the link below with podcast and presentation slides on the CIPD website. http://www.cipd.co.uk/global/europe/ireland/about/southern-psychometrics-2016-slides.aspx If you have any...

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How to Get the Most Out of Psychometrics in HR – CIPD Mid West Event Recap

The Mid West CIPD recently held a business seminar, which was attended by a large number of HR professionals across the Mid West, in the Clarion Hotel, Limerick. This event focused on the topic, “How to Get the Most Out of Psychometrics in HR.” Chairperson Caroline Holmes introduced the event by acknowledging the value psychometrics bring to various areas of HR, including both recruitment and selection processes, and learning and development. This event was sponsored by Collins McNicholas Recruitment & HR Group. The guest speaker was Caroline Ward, HR Services Manager for Collins McNicholas, who is responsible for designing and providing Assessment Centres, Development Centres and Recruitment Process Outsourcing Services for a wide range of clients with Collins McNicholas. Caroline’s informative presentation, which was further enhanced with a case study analysis, discussed: How psychometric assessment adds value to the HR function. Which psychometric assessments are suitable for use in particular circumstances. What factors you should consider when choosing a psychometric tool. If you  are interested in learning more about psychometric assessments please follow the link: http://www.collinsmcnicholas.ie/types-of-assessment/ You can contact Caroline Ward via:...

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Post Valentines Blues – Is there such a thing as the perfect match?

As Valentine’s Day passes us by for another year, the florists across the country are left rubbing their hands together with the late onslaught of desperate romantics looking to gain some brownie points. However for many, Valentines triggers people to ask themselves “will I ever find the perfect match?” The same can ring true for many people within their professional careers. The days of staying with one employer for the entirety of your career appear to be dwindling as people are now moving jobs more frequently in search of that “perfect match”.  The question is what tools are in place to aid professionals and companies alike to find that right “fit”. For jobseekers, I would strongly advise that you do your research before entering an application process. This research can take many forms. If you are dealing with an agency; always probe the recruiter on specifics that matter to you, be it the culture of the organisation, work/life balance or career progression opportunities. Where possible I would also advise jobseekers to speak with employees of the prospective organisation. Recently we have also seen the introduction of company reviews on the web, two of the most popular being IrishJobs.ie and Glassdoor. These are worth checking out and are something that I believe will become more prevalent in jobseekers’ research in the coming years. Check out your own company’s review using one of the links below or better still add a review to aid potential jobseekers. http://www.irishjobs.ie/company-reviews https://www.glassdoor.ie/Reviews/index.htm     For employers it is just as important to ensure you that you get the right employee “fit”. Ensuring you get the right...

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How like Santa are you? Take the Santa Personality Test!

With the Christmas celebrations about to begin in earnest, we here at Collins Mc Nicholas ask, how like Santa are you? As we discussed in an earlier blog post, psychometric assessments are very useful tools for employers and here at Collins McNicholas we can provide psychometric assessments to our clients through our HR Services team. We asked Santa to complete the Myers-Briggs Type Indicator (MBTI) for us, which examines a person’s personality type. Unsurprisingly, Santa’s results indicated that he was a Giver (ENFJ). ENFJ – The Giver  (Extraverted, Intuitive, Feeling, Judging) Influential, loyal, reliable, and genuinely kind Passionate and firm in his ideals and principles Highly intuitive and reflective Warm, caring, generous and people focused Extremely organised Good communicator So, how like Santa are you? You can compare you personality type with Santa’s by using this link to a short (and free) Myers-Briggs Type Indicator assessment: http://www.personalityperfect.com/test/free-personality-test/ Ho ho ho! Happy Christmas from all at Collins...

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Does your job suit your personality?

In career terms, there isn’t a type of job to match your personality type, but some roles will be easier or feel more natural to you than others because they play to your strengths. The Myers-Briggs Type Indicator (MBTI) is a way of assessing your personality and finding out about your preferred or most natural ways of behaving.  It is used more widely within career counselling and in work based training and development activities than in the recruitment world. According to the Myers-Briggs test, there are 16 different types of personalities. The test consists of a series of questions, and your answers determine what type of personality you have providing general assumptions about how your personality type is best suited for success in terms of careers, communication, etc. It is based on Carl Jung’s theory that all humans are either introverts or extroverts and that their behaviour follows from these unborn psychological types. He believed people take in and process information different ways based on their personality traits. The test is commonly used in many different business-oriented settings, including: Leadership development, Team building, Screening and interviewing employees, Career selection and Personal development. The test itself is made up of four different scales: (E) Extraversion or Introversion (I) (S) Sensing or Intuition (I) (T) Thinking or Feeling (F) (J) Judging or Perceiving (P) Myers-Briggs has been used for decades, but it is commonly criticized as a “soft” tool that produces results that aren’t always relevant enough to be applied fully in business and career settings. But despite the criticism, the Myers-Briggs test offers a lot of value for small business...

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