Using expert reports to provide additional power to your interpretation of personality results responsesSeveral expert reports are available supporting the practitioner in the interpretation of results obtained from personality assessments. These reports can improve your ability to consistently interpret results, communicate derived scores, and avoid bias during feedback sessions. As they are quick to generate, they also provide you with more time to devote to your individual respondent feedback sessions.
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Appreciating unusual responses in 16PF® questionnaire results
For decades, psychometric tools have contributed to the selection and development process throughout the employee lifecycle. These tools provide deeper insight into personality and behaviours, helping to shape our final decision about a candidate or employee.
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Sift-out, select-in
With the increasing availability of technology and inexpensive online tools, companies are relying more and more on efficient methods to complete what used to be time-intensive, business-critical tasks.
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Selecting for potential
Forward-thinking employers are keenly aware of the investment required to find the right fit for a particular job. Being well dressed, mannerly, and well spoken are important to many roles, as is meeting the job specifications. Yet determining the underlying abilities and anticipated working styles of a candidate during the selection process is fundamental to successful recruiting.
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The psychological contract
One of the final stages of a selection process is the agreement of an employment contract. This is an explicit, signed contract that outlines all the tangible legal obligations that the organisation and the new employee agree to. At the same time an implicit, yet equally important contract is generated. This is known as the 'psychological contract'. The psychological contract concerns less tangible expectations between the organisation and employee, and its implicit nature makes it particularly delicate. It can incorporate areas as diverse as training and development opportunities, and the expected style of communication.
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Making conflict management a strategic advantage
Why have respected CEOs like Jack Welch, Bill Gates, and Andy Grove made constructive conflict management a strategic priority in their organisations? The reason is that conflict has key effects on productivity, decision making, and retention.
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Developing great leaders
Every year countless businesses that appear to have all the right stuff – great vision and the operational capabilities to implement it – fail. Why?
The answer is simple: They fail because they don't have good leaders.
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