Want to Make Better Hiring Decisions? Why You Need to Consider Personality

T H E W E B I N A R W I L L B E B E G I N N I N G S H O R T L Y

w i t h P e r s o n a l i t y E x p e r t

Laura P lantWednesday, August 10th, 2011 from 12 pm to 12:30 pm EDT

Three options for audio:1. Earphones 2. Computer speakers3. Toll-Free: 1-877-669-3239 Event #: 665 922 172 Password: 1234

Webex Support Line:1-866-863-3910

Want to Make Better Hiring Decisions?

Why You Need to Consider Personality

Questions & Comments

There are 2 ways you can submit a question:

• Use the chat window seen to the lower-right of your

screen and be sure to send your question to “Host” using

the drop down menu.

• Tweet your question to #drakep3

Agenda

• The Consequence of Wrong Hires

• Hiring Considerations

• What is “Fit” and How do you Hire For It?

• The Influence of Personality Styles on Behaviour

• Hiring Right the First Time

• The Benefits of Right Hires

The Consequences of Wrong Hires

Hiring the wrong candidate can have a negative impact on:

• Organizational Performance and Productivity• Employee Morale and Engagement Levels• Your Professional Reputation• Public Reputation and Customer Relationships• Cost of Recruitment, Onboarding, Training and Turnover

Plus, there is a risk of:

• Potential financial liability • Potential legal risk and litigation

Hiring Considerations

The know-how

The can-do

The will-do

Knowledge/Experience

Personality/Behaviours

Skills/Abilities

What is “Fit” anyway?

The behaviours and characteristics required to be successful in an organization and job.

Organizational Fit:Culture, Values, Environment, Leadership, etc.

Job Fit:Tasks, Duties, Responsibilities, Motivation, etc.

How Do You Define Fit?

Top Performer Job Benchmarking

• Assess and analyze personality traits of “Top Performers”

in the role to better understand the behaviours required for

success on the job

• Gather input from “Job Experts” (Managers who know the

role well) to understand what they believe will lead to job

success

• Create validated, customized benchmarks that are unique

to the organization and the specific role

How Do You Attract for Fit?

Personality-Based Job Postings

Customize job postings so they candidly describe the

behaviours required to be successful in the role. Candidates

that are not a fit will be more likely to screen themselves out.

How Do You Identify Fit?

Candidate Assessments

• Assess and analyze personality traits of Candidates

for the role to better understand their personality style,

behavioural preferences and tendencies in the

workplace.• Motivators and Demotivators

• Learning Styles

• Communication Styles

• Decision-Making Styles

• Natural Strengths and Weaknesses

• …and more!

How Do You Hire for Fit?

Candidate-to-Job Matching• Compare the candidate’s personality to the Job Profile to identify

level of fit and specific gap areas.

• Investigate in the job interview whether these gaps can be barriers to success or if the candidate has the ability/desire to flex and adjust to the role in order to be successful.

• Understand the energy and effort required to adjust to the role.

• The organization and candidate can make more informed job matching choices.

Understanding Personality Styles

There are many different personality styles…

• Strengths and weaknesses

with every style

• Can be equally effective

• Work in different ways

• Motivated by different things

DOMINANCE

The Authoritative Style

• Direct, To-The-Point Communication• Assertive, Decisive• Competitive, Persistent• Aggressive, Confident• Comfortable with Risks• Control, Power• Daily Challenges• Tangible Results• Big Picture

Primary Strength: Drive, Getting things donePrimary Weakness: Running people over

Extroversion

The Persuasive Style

• Personal and Team Gain• People Interaction• Communication• Enthusiasm, Optimism• Comfortable with risks• Intangible recognition• Big picture• Persuasion, influence

Primary Strength: Building rapport and relationshipsPrimary Weakness: Speaking More Than Listening

Patience

The Collaborative Style

• Approachable• Reflective • People oriented• Collaborative• Warm, professional• Dependable, Consistent• Minimal conflict / Harmony• Risk Averse• Process driven

Primary Strength: Listening SkillsPrimary Weakness: Change Management

Conformity

The Systematic Personality Style

• Precise, analytical• Careful, organized• Structured, traditional• Accurate, analytical• Policy driven• Logical, strategic• Disciplined, controlled• Focus on the details

Primary Strength: ExecutionPrimary Weakness: Flexibility

Environmental Role Adjustment

Our natural and preferred style is not appropriate for all situations.

We prefer to do things that come naturally to us.

Styles must be “flexed” to be effective in different situations.

Flexing takes energy.

Extreme flexing can cause stress and lead to burnout if not managed.

Being aware of the ways we need to flex is crucial.

The Benefits of Right Hires

Hiring the RIGHT Candidates the FIRST TIME will have a Positive Impact On:

• Organizational Performance and Productivity

• Employee Morale and Engagement Levels

• Your Professional Reputation

• Cost of Recruitment, Onboarding, Training and Turnover

Plus, It Will Decrease Your Risk Of:

• Potential Financial Liability

• Potential Legal Risk and Litigation

Q & A

Our Contact Information

Laura PlantManager – Talent Management Solutions

Drake International

[email protected]

1-416-216-1117 (direct)

Jay RosalesSenior Marketing Coordinator

Drake International

[email protected]

1-416-216-1070 (direct)

What is Your Personality Style?

How well do you know yourself?

To learn more about your

personality style, we offer you a

complimentary DrakeP3 Personality

Assessment!

Upcoming Webinar

Want to be a Better Leader?

Why Self-Awareness and

Adaptability are Fundamental

Date: Thursday, August 18th, 2011

Time: 12pm

Duration: 30 minutes

Presented by: Laura Plant

Thank You

Drake International:

Web: www.drakeintl.com

Webinars: www.drake-webinars.com

Blog: www.drakepulse.com

Facebook Page: /drakeinternational

Twitter: @drakeintl – send questions to #drakep3