1. Bad Attitude – Identify It Before You Hire It Presented By: Rob McKay MA (Hons) Organisational Psychologists For: Chinese Delegation

2. The Challenge Businesses have three opportunities to do something about the performance of their people … At the front door (Selection – Hire Tough, Manage Easy) After hiring (Difficult & expensive to train your way out of a bad hiring decision) Show them the back door (The most difficult solution expensive in time, moral, money)

3. Problems With Traditional Hiring Failure to define position (KSAME) We hire on emotional attraction Hire & promote on experience instead of ability One on one unstructured interviews are the norm Fail to train interviewers Don’t get indepth references – Look for positives Don’t measure ability/intelligence – under-water Panic – Hire best of bad bunch Is replacement needed – Change strategy

4. Personality At Work (KSAs) Knowledge Skill Experience CAN they do it? Observable, Trainable Resume/Interview Attitude (personality) Abilities (Mental & Physical) WILL/HOW they do it Innate Psychological Profiling

6. What Is Personality? The right personality fit is essential for success in any job role – Think about Sales or Customer Service Lay people label personality as “social presence” – “John has a lot of personality” As Psychologists we take a broader perspective… That which permits a prediction of what a person will do in a given situation (Cattell 65) The overall combination of characteristics that capture the unique nature of a person as that person reacts & interacts with others (Wood 98)

7. The Theory Of Personality Hereditary or Environmental? (The nature/nurture debate) Is personality stable – Can you change? (Fold your arms) The Big 5 Taxonomy (OCEAN) Personality is a good predictor of “contextual” performance Profiling for specific job personality traits dramatically improves productivity and retention (intrinsic/extrinsic motivation)

8. Applicants Only Let You See What They Want You To See What They Show You Courtesy/Friendliness Wonderful Resumes Excellent References Sparkling Interview Technique THE FRUITS OF THE TREE What They Hide From U Slow Learning Ability Poor Focus/Concentration Conflict Creaters Wasteful Work Habits Lack of Motivation Bucker of Rules/Guidelines Inferior Communication Skills THE ROOTS OF THE TREE

9. Profiling Measures What You Can’t See At Interview? Personality – How will they do it? Mental Ability – How quick do they “get it”? (learning ability) Motivations & Values – Why will they do it? Attitudes – Counter-productive behaviours Profiling gives you an unbiased picture of HOW & WHY a person behaves in specific job situations Relying on GUT FEEL is VERY DANGEROUS!

10. Most Managers Hire on Knowledge and Skill BUT USUALLY Terminate on Personality & Abilities (Mental/Physical)!

11. Adding Value By Profiling Research shows that personality & Abilities profiling & Abilities tests can improve the accuracy of selection decisions Personality is a good predictor of contextual performance (Go to extra mile!) Personality tests used in conjunction with a structured interview provide a base for a powerful selection system

12. Characteristics Of State Of The Art Employment Assessments: Designed for business use (In China) Measure “Big 5” personality traits (Applicable to China) Normative validation completed on Chinese (n=1056) Built according to strict EEOC guidelines and industry standards Includes faking scales “Combines” cognitive abilities and personality traits for more complete picture of fit Requires no experts to interpret results To follow are “specific” details of our state of the art assessments and reporting - JobCLUES:

13. What do the Personality & Cognitive Assessments Measure? Behavioral “Personality” Traits Measured in approximately 10 minutes: Rules – consistency, ability to follow rules & policies Extroversion – need to work with others, ability to talk or listen Assertiveness – decision making, selling & closing abilities, ability to handle confrontations, willing to take direction from others Teaming – teamwork, collaboration, competitiveness Stability – dealing with stress, handling of criticism & feedback Organization – planning, spontaneity, time management, ability to handle details Social desirability – an internal validity scale to determine if candidate is being frank with their answers Cognitive Competency Measured in a 7-minute timed exercise: Speed of learning and problem solving

14. Sample “partial” report showing Personality & Cognitive Scales “compared” to one of 100 generic job categories:

15. Summary Think of a tree - Interviews and Resumes will show U the fruits – Psych Profiling is the ONLY way to check out the roots - Attitudes, Mental Ability, Job Specific Personality Traits. Seek advice form a Registered Organisational Psychologist – Validity and Reliability are essential when choosing a test. Psych testing is part of the process, good at showing the “Oops” not necessarily the stars Quest test! You only see candidates who meet the job benchmark!

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