Personality surveys
now browsing by tag
Talent Management from Recruitment to Retirement
A Single Solution – Surprisingly Different from the Rest!
From the moment you post the vacancy to the day they retire, talent management is a must. Countless tools promise engagement, ownership, optimized performance, and employee buy-in. Each leads us down a path then ultimately fails, leaving us searching for the next “sure thing.” It’s an endless and expensive cycle that misses the mark every time because it misses the main motivation for all employees, at every level.
Read the rest of this page »
The 3rd Dimension of Hiring – A Seven Part Series on PSI Surveys from Team Excellence
Part One:
Working with Others
The PSI survey from Team Excellence uncovers the third dimension of hiring. If you’ve been hiring using only the what (they’ve done) and where (they’ve gone to school or worked) you’re missing the 3rd dimension of hiring: who the candidate is. PSI surveys uncover traits they bring to the workplace that help them thrive. Knowing who candidates are, as well as what they’ve done, helps match work styles for a smooth-running relationship or team.
Read the rest of this page »
Why we are partnering with Team Excellence
In workplaces that are more collaborative than ever, employees must understand their own and their colleagues’ strengths if the company hopes to reach peak performance.
In other words, it’s no longer enough for your workforce to simply understand what the strategy and objectives are—they also need a system for determining how the work can best be carried out, based on healthy working relationships and an understanding of their own and their colleagues’ unique strengths.
Read the rest of this page »
Why should results from personality assessments be easy to read?
Those who develop personality assessments are most focused on data collection rather than utility. As a result, there are plenty of personality reports with complex graphs and output. There are some that try to simplify it by giving you a label or a four-letter code.
The label is all too often childish sounding in nature and not very informative. The four-letter code is difficult to remember for the individual much less remembering anyone else’s code. We believe that assessment results do not have to overwhelm, and at the same time, they can be deep enough to give you what you need to know.
Read the rest of this page »
So, you’ve used a personality assessment… Now What?
We strongly believe in the need for greater self- and interpersonal awareness. Greater self-awareness is after all EQ step # 1 – it’s absolutely essential! The problem is that psychometrics or “personality tests’ are events, interesting experiences, and not much more than that.
Read the rest of this page »
Recruitment Outsourcing with Personality Surveys
Much has been heard about outsourcing, or the allocation of a particular business process to an external service provider. Outsourcing happens when a business or an organization is unable to carry out all aspects of its business process internally and this aspect is allocated to another company.
It is more common in information technology as well as industries for services that have been usually looked upon as fundamental to managing a business. For example, there are cases that the entire information management of a company is outsourced, including the aspects about planning and business analysis.
Read the rest of this page »