The Big Five Model of Personality is one of the most established personality theories in psychology. The five pillars of this model are its five traits: Agreeableness, Conscientiousness, Extroversion, Openness, and Stability.
For a lot of reasons, 2016 has been a contentious year. One development that’s less controversial, however, are all of the promising trends that are evolving in the world of HR. With Thanksgiving fast approaching, here are four of the hiring trends we’re most thankful for this year:
For some time, just about every industry was raving about the potential of Big Data – the process of analyzing enormous data sets to discover patterns and trends that can then be used to guide business decisions. In the world of HR, the discourse on Big Data became so prevalent that the term started to be used as a catch-all description for any type of predictive analytics in the hiring process. But long before the concept of “Big Data” took off, companies who favored data-driven, evidence-based hiring methodologies were using pre-employment tests to gather information on prospective employees. And while pre-employment testing may be an older, more established way of gathering data on job candidates, it differs in several critical ways (both ethical and practical) from Big Data.
Grit is one of the latest buzzwords in personality research, due in large part to the work of psychologist Angela Duckworth. In her book Grit: The Power of Passion and Perseverance, Duckworth argues that much of the success obtained by high achievers in life can be explained by a personality trait she calls grit, defined as a person’s perseverance and motivation to complete long-term goals.
As a pre-employment testing provider, we offer both general aptitude and personality tests, as well as micro-skills tests such as typing tests and computer skills assessments. We’ve written about some of the differences between general tests and more specific tests, and we’ve found that many people continue to have misconceptions about the profound differences between general and specific tests, both in terms of the science behind them and the types of results companies should expect from them.
The job market is filled with a diverse array of jobs suited for an equally diverse set of personalities. A sales associate probably won’t have the same personality as a software developer, nor should they. There are very few personality traits that are predictive of success across every type of position. However, extensive research has demonstrated that one personality trait is correlated with success in just about every job out there. That trait is Conscientiousness.
Most hiring tools are designed to accomplish two primary tasks: to more accurately identify quality candidates, and to make the hiring process move more quickly and efficiently, for both employers and job seekers.
Integrity tests are one type of pre-hire personality test that seeks to determine how likely it is that a person may engage in counterproductive work behaviors, such as theft, fraud, or tardiness. Most personality tests measure a person’s traits and behavioral tendencies through a series of targeted questions, but the way in which different tests go about asking these questions can vary quite a bit.
Recently, Massachusetts passed a law prohibiting employers from requiring job candidates to divulge how much they earned in their last position. Massachusetts is the first state to pass a law of this kind, which will go into effect in 2018. Although the new legislation was designed to help close the wage gap hindering women from earning as much as men, the law will effectively help people of all backgrounds who are seeking to advance their careers.
Cognitive aptitude is one of the best predictors of job performance because it measures so many key drivers of work success – the ability to solve problems, think critically, and learn new skills. But does cognitive aptitude vary from state to state?