The 3rd Dimension of Hiring – A Seven Part Series on PSI Surveys from Team Excellence

Sociability vs. Indpendence

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.

Each of PSI’s business-centric categories provides an easily interpreted roadmap to high performing employees, relationships, and teams. Rather than focus on weaknesses, our non-judgmental surveys uncover strengths and reveal the work styles and preferences that help employees succeed. In this seven part series, we’ll examine each of the personality indicators uncovered in detail, with tips on how to capitalize on potential talent.

Drop a motivational speaker-type into a clinical research lab and they’ll be trying to inspire petri dishes. Put a bean counter in front of a camera and shout “action” if you’re looking for a meltdown. Finding where each individual fits comfortably is hiring in 3D.

Working with Others

Whether the task requires high independence or working within a group, interaction with others at some point in the work day is required. Optimizing comfort level here can be key.

Head of the Class or Hiding in the Closet?
For employees who thrive on give and take, the indicator on working with others will be high. A group setting is their happy place, and they fit in with ease. They are outgoing, highly collaborative, and artful persuaders who can garner consensus. They’re the “salesy” types, who can get you to give up half your sandwich and think sharing was your idea in the first place.

For employees who thrive in an independent setting, the indicator on working with others will be low. Concentration on the task at hand and accomplishment are strengths. They know what needs to be done and manage just fine on their own, thank you very much. They can be the silent performers you take for granted – but don’t – they get the job done.

Employees who rank in the middle of the working with others indicator are comfortable with both ends of the spectrum: they easily collaborate with the team when needed, then return to their workspace to accomplish their contribution on their own.

The Interaction Action

For people at polar opposites of the working with others spectrum, there can be a relationship disconnect. Understanding styles and what the other needs is a first step to working in sync.

  • High-sociability personalities may see independents as shy, even uncooperative.
  • High-independents may perceive sociables as pushy and demanding.

Making it Work

For sociable employees – encourage independents to jump in, but understand their hesitance (especially in a group setting – you might want to schedule one-on-one time) if they aren’t in on all the back-and-forth. They will participate when they have something to say if you allow them time to say it.

For independent employees – don’t let your voice go unheard. You may not want to stand up in front of the crowd, but if you have something important to contribute, participate. You could try working separately with a member of the group to help you communicate your ideas – a relationship building opportunity, as well.

Fits Like a Glove

Each of the seven PSI indicators can not only help you find the right fit for every opening in your company, they can help fix dysfunctional relationships and teams already in place. Find out how PSI from Team Excellence can help you hire in 3D or develop your teams today.

Coming Up Next

Follow our blog for the next of our 7 personality indicators: Dealing With Change, and download our free White Paper: 2D Hiring in a 3D World that outlines all the indicators here.