Wonderlic’s Post

Have you heard of the GenZ popular workplace term: Personality Hire? Despite memes and funny videos you might have seen on the subject, personality hires are actually a growing hiring practice. If you haven't heard, it simply means that an organisation is choosing to hire candidates that align with the organisational culture, rather than solely basing their choice on skills and experience. As a team coach, I know how important it is for the organisation and its people to be aligned, and it's often much easier to teach new skills to someone who's a great fit for a team, than it is to transform a person who has the right work experience. What are your thoughts about personality hires? Check out the article below! https://lnkd.in/d6xQFBad #businesscoaching #leadershiptraining #emotionsatwork #emotionalintelligence #systemsintelligence #businesscoach #coachinginorganisations

As a workplace psychologist with over a decade of experience, Dr. Benjamin Granger specializes in helping organizations create great experiences for their employees and job candidates. He speaks with hundreds of executives and HR professionals every year about what is most important to them. While they occasionally have concerns about how to deal with trends like “quiet quitting,” hiring good talent is always at the top of their priority lists. Conscientiousness is the top trait that employers always look for in new hires, Granger says. Here’s what that means, and why it’s in demand.

𝐅𝐞𝐞𝐥𝐢𝐧𝐠 𝐒𝐭𝐮𝐜𝐤 𝐢𝐧 𝐚 𝐓𝐨𝐱𝐢𝐜 𝐖𝐨𝐫𝐤 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭? 𝐇𝐞𝐫𝐞’𝐬 𝐇𝐨𝐰 𝐎𝐧𝐞 𝐂𝐥𝐢𝐞𝐧𝐭 𝐓𝐮𝐫𝐧𝐞𝐝 𝐈𝐭 𝐀𝐫𝐨𝐮𝐧𝐝 A client recently came to me 𝐟𝐫𝐮𝐬𝐭𝐫𝐚𝐭𝐞𝐝 𝐚𝐧𝐝 𝐞𝐱𝐡𝐚𝐮𝐬𝐭𝐞𝐝. They were dealing with: - 𝐋𝐨𝐧𝐠 𝐡𝐨𝐮𝐫𝐬 𝐰𝐢𝐭𝐡 𝐧𝐨 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 - 𝐀 𝐭𝐨𝐱𝐢𝐜 𝐰𝐨𝐫𝐤 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 - 𝐌𝐢𝐜𝐫𝐨𝐦𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐭𝐡𝐚𝐭 𝐤𝐢𝐥𝐥𝐞𝐝 𝐜𝐫𝐞𝐚𝐭𝐢𝐯𝐢𝐭𝐲 - 𝐍𝐨 𝐦𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥 𝐬𝐚𝐥𝐚𝐫𝐲 𝐡𝐢𝐤𝐞𝐬 - 𝐀 𝐧𝐨𝐧-𝐞𝐱𝐢𝐬𝐭𝐞𝐧𝐭 𝐰𝐨𝐫𝐤-𝐥𝐢𝐟𝐞 𝐛𝐚𝐥𝐚𝐧𝐜𝐞 Sound familiar? It wasn’t easy to build trust initially, but we started working together to 𝐜𝐡𝐚𝐧𝐠𝐞 𝐭𝐡𝐞 𝐧𝐚𝐫𝐫𝐚𝐭𝐢𝐯e. 🔍 𝐅𝐢𝐫𝐬𝐭, 𝐰𝐞 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐢𝐞𝐝 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐧𝐢𝐜𝐡𝐞 𝐚𝐧𝐝 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲 where their skills would be truly valued. We revamped their resume to make it past those pesky ATS systems. But even then, the market wasn’t offering the budget they deserved. 🎯 𝐍𝐞𝐱𝐭, 𝐰𝐞 𝐫𝐞𝐟𝐢𝐧𝐞𝐝 𝐭𝐡𝐞 𝐣𝐨𝐛 𝐬𝐞𝐚𝐫𝐜𝐡 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. Instead of casting a wide net, we focused solely on 𝐭𝐨𝐩 𝐌𝐍𝐂𝐬 𝐭𝐡𝐚𝐭 𝐜𝐨𝐮𝐥𝐝 𝐚𝐟𝐟𝐨𝐫𝐝 their desired salary. This was a turning point. 💼 𝐓𝐡𝐞𝐧, 𝐰𝐞 𝐭𝐚𝐜𝐤𝐥𝐞𝐝 𝐭𝐡𝐞 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬. Many of us think the interviewer is there to test us, and we end up talking too much or sharing unfocused answers. We worked on 𝐟𝐫𝐚𝐦𝐢𝐧𝐠 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐞𝐬 to highlight strengths and align with the role. The difference? 𝐍𝐢𝐠𝐡𝐭 𝐚𝐧𝐝 𝐝𝐚𝐲. 💬 𝐅𝐢𝐧𝐚𝐥𝐥𝐲, 𝐰𝐞 𝐠𝐨𝐭 𝐢𝐧𝐭𝐨 𝐧𝐞𝐠𝐨𝐭𝐢𝐚𝐭𝐢𝐨𝐧. HR initially offered 45 LPA. But we aimed higher. Instead of giving a single number, we provided a range: 𝟒𝟓 𝐭𝐨 𝟓𝟎 𝐋𝐏𝐀. 𝐀𝐥𝐰𝐚𝐲𝐬 𝐫𝐞𝐦𝐞𝐦𝐛𝐞𝐫—𝐇𝐑 𝐡𝐚𝐬 𝐚 𝐛𝐮𝐝𝐠𝐞𝐭. 𝐃𝐨𝐧’𝐭 𝐥𝐢𝐦𝐢𝐭 𝐲𝐨𝐮𝐫𝐬𝐞𝐥𝐟 𝐛𝐲 𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐢𝐧 𝐚 𝐬𝐢𝐧𝐠𝐥𝐞 𝐟𝐢𝐠𝐮𝐫𝐞. 🎉𝐓𝐡𝐞 𝐫𝐞𝐬𝐮𝐥𝐭? A Director role at 50 LPA, and a client ready to 𝐥𝐞𝐚𝐯𝐞 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞 𝐭𝐨𝐱𝐢𝐜 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 that had drained them for so long. The 𝐞𝐱𝐜𝐢𝐭𝐞𝐦𝐞𝐧𝐭 𝐚𝐧𝐝 𝐫𝐞𝐥𝐢𝐞𝐟 they felt were palpable. It was a powerful reminder that with the right approach, you can break free from a tough situation and land where you deserve. If you’re feeling stuck in a similar spot, know that 𝐜𝐡𝐚𝐧𝐠𝐞 𝐢𝐬 𝐩𝐨𝐬𝐬𝐢𝐛𝐥𝐞. You just need the right strategy and support to get there. #CareerGrowth #OvercomingToxicCulture #JobSearch #InterviewSuccess #SalaryNegotiation #WorkLifeBalance

Finding the Perfect Fit: How HR Assess Culture Compatibility Finding the right candidate goes beyond just skills and experience. A crucial aspect of the hiring process is ensuring a strong culture fit. This means finding someone who aligns with your company's values, work style, and overall atmosphere. Last week, I had a call with Sindy Senorita Dewanti discussing about Culture Fitness and she was asking what does HR looked for when asking these Culture Fit questions? From the HR’s Perspective: As an HR Professional, I prioritize culture fit during interviews. Here's how I approach it: STAR Method: I leverage the STAR method, asking behavioral questions like "Tell me about a time when you faced a conflict with a colleague. What was your approach? What was the outcome? What did you learn?" These questions go beyond qualifications, revealing a candidate's problem-solving skills, communication style, and how they handle challenges – all crucial for cultural fit. Company Values: I tailor questions to our specific company values. For instance, if "collaboration" is key, I might ask, "Describe a successful team project you were involved in. How did you contribute?" This reveals if the candidate thrives in collaborative environments. My Experience as a Candidate: I've also been on the other side of the table – as the candidate answering STAR questions. Here's what I've learned: Honesty is Key: There's no pressure to have the "perfect" answer. Being candid about your approach, even if the outcome wasn't ideal, demonstrates self-awareness and learning from mistakes. Share how you handled a challenging situation, what you might do differently next time, and what you learned from the experience. Find the Lesson: Highlighting a situation where you overcame a challenge or learned from a misstep showcases your ability to adapt and grow. Remember: Culture fit is a two-way street. Interviews are your chance to assess the company culture as well. Don't be afraid to ask questions about the work environment, team dynamics, and what the company values in its employees. By combining these techniques, both recruiters and candidates can ensure a strong cultural fit – leading to happier, more successful working relationships. #hiringforculture #culturefitness #interviewtips

Short read on personality testing in the workplace. I provided some thoughts about appropriate usage for hiring. Good article Courtney Vinopal

I like what you said Nathan Mondragon - make sure the test measures what it says it measures. It's so critical to building employee trust. Being clear in not only what is measured, but also in how the results are used, is so important. Knowing your team's personalities, preferences, and behaviors is critical to optimizing your team's performance. These assessments (any assessment really) must come with a heavy dose of manager/leader training to ensure there isn't misuse of the information and insights. When leaders know the information, and then know how to apply it in the right way, you're really cooking then!

🎯 Ever taken a personality test during the hiring process? These tests can be a game-changer, but it's essential to keep a few best practices in mind to ensure they’re used effectively. Here’s how to get the most out of personality tests while avoiding common pitfalls: Best Practices: 🔗 Use in Combination: Don't rely solely on personality tests. Pair them with interviews, work samples, and reference checks to get a comprehensive view of the candidate. 🌟 Recognize Complexity: Employees are more than their test results. Consider their unique experiences, talents, and the dynamic nature of personality. 🔄 Regular Evaluation: Continuously assess the effectiveness of these tests. If they’re not adding value, be ready to adjust or even discontinue their use. What do you think? How do you feel about using personality tests in hiring? Share your thoughts and read more about the benefits and limitations here.

4 Questions You Must Ask A Future Employer About Culture 👥 Deciding if a new job is right for you involves more than just considering the role and the salary. Understanding a company's culture is crucial for determining whether you'll fit in, enjoy your role, and thrive in the new environment. Culture is highly significant. an article by SEEK reveals that 73% of job seekers consider workplace culture extremely important. More than half (53%) prioritize it over salary, and half of job seekers would reject a job offer if the workplace culture is poor. asking the right questions during an interview can provide valuable insights into the company’s culture. Here are 4 questions to ask EVERY TIME: 1. What do you enjoy most about the company’s culture? 2. How would you describe the work-life balance of your employees? 3. What's your company’s approach to career development? 4. How do you celebrate the success of employees? Making sure you ask these questions every interview is crucial for ensuring that you make the right career choice. Don't hesitate to ask important questions—your future happiness and success may depend on it. #recruitment #recruitmenttips

The concept of the “personality hire” has come under fire lately, but that’s because it’s misunderstood. A candidate’s personality nearly always has an impact. The relevant question is, how much or little should it weigh into the hiring decision? This article by Ann C. Wheeler, Ph.D., sets the record straight on what a personality hire is, discusses the risks of weighing personality traits too much or not enough, and offers best practices for striking a balance that yields the best person for the job.     #leadershipdevelopment   https://lnkd.in/gqJvSD5W

Please don't call me! Unless you really have to.....screams my inner self, still! 🙈 Who would’ve thought, right? An introvert in HR! I’ve always been more comfortable behind a screen than face-to-face. But here I am, navigating the world of people, personalities, and emotions as an HR professional. It’s been a rollercoaster, to say the least. From dreading phone calls to finding joy in building connections, it's been a journey of unexpected growth. I’ve learned that while introversion and HR might seem like opposites, it’s about finding your own style. Active listening, thoughtful responses, and creating a welcoming environment can go a long way. If you’re an introvert in a people-facing role, remember, you've got this! Let’s connect and share tips. Are you an introvert or an extrovert? Let me know! #introvert #hrlife #personalgrowth #careerjourney #overcomingchallenges #talentacquisitionspecialist #hrkolkata