3 Ways Personality Tests Increase Productivity And Retention
Instead of relying on personality testing as a selection tool, maybe we should consider using it as a tool for retention too! Using personality tests, such as the Myers-Briggs Type Indicator (MBTI) or Herrmann Brain Dominance Instrument (HBDI), may help you better understand your team, the way they think and who they’ll work well with. Note: personality tests shouldn’t make or break your hiring decision, but rather, they can be used as a way to better understand your new hire and/or current team members. Here’s how personality testing can help you increase employee retention in your organisation. 1. Gain awareness of the way people think Better understanding the way you think helps you identify the way others think. By becoming aware of the differences (especially the major differences) in your thought processes between you and your team. You can identify the best way to brief them for a new task or even a way that could help them overcome their shortfalls. If you are a sensory thinker, for example, and your team member thinks based on intuition, the way you phrase a brief may affect the way they understand the task. By understanding this, you’ll be able to not only improve communication between you and your team member, but you’ll also increase productivity based on this understanding. 2. Understand how people work best You may prefer thinking in a judging manner, meaning you like to be organised and make a clear plan. Your team member, on the other hand, may prefer a perceiving approach and think big picture instead of about the smaller details. As a team, this probably means you’ll disagree a lot about strategy and have to compromise a lot; but work well together to reach the end goal. By understanding people’s preferred way to work is going to help you achieve a better insight into the way you’ll need to go about a task. Thus, increasing productivity thanks to the ability to understand the ways of approach. 3. Identify personality clashes and ways to resolve them There’s nothing worse than clashing with a colleague and if things get out of hand, it can drive people out of an organisation. By having your employees and all new hires take a personality test, your team will be able to understand the way they think and how others are different. This understanding can help calm most personality clashes as team members will begin to understand their differences and the ways they can compromise and begin developing the ways they communicate with each other. If you would like to learn more about how Scout Talent can help you to implement personality tests in your recruitment process, simply speak to one of our Shortlisting & Selection Specialists by calling us on 07 3330 2595 or emailing us at info@scouttalent.com.au Find out more
Product Update: Reporting functionality in Scout Talent :Recruit
Our Product Manager James shares information about new reporting functionality rolling out in Scout Talent :Recruit, including metrics such as status-change, applicant source and time to hire reporting. There are some exciting changes afoot in the realm of reporting within Scout Talent: Recruit. It’s something we’ve been working on for a while now, and are really excited to begin rolling this out soon to you, our users. Up until this point, :Recruit users have been able to pull raw data in a .csv file and manipulate this data into their preferred format. While this functionality is very flexible, it doesn’t offer the best user experience. While we won’t be removing the ability for you to pull .csv data, we are in the process of adding new reporting functionality that will allow you to view your data easily and visually. Here are three new metrics we’ll be rolling out slowly over the next few months. 1. Status-change report This report provides a breakdown of the activity of your recruitment team in terms of their changes to application statuses. This data can tell you a variety of things, such as the amount of work on someone’s plate, through to seeing if there are any blockages in your workflow. For example, if you notice the majority of applications are stuck in a status without changing, then there could be an opportunity to modify your procedures to improve your process. 2. Application source report Source reporting is one that is near and dear to many recruiters’ hearts. They want to know where their quality hires are coming from, and also where they should best allocate funds for advertising to yield the best candidates. In this application source report, you can view candidates by status and source, then filter results to drill into the data and uncover some great insights. 3. Time to hire reporting Finally, for our initial rollout: time to hire reporting. Time to hire is one of the main metrics of success in recruitment and HR. The long your time to hire, the more money you’re spending on recruitment, and the more new hires cost you over the long term. Time to hire speaks to your organisation’s efficiency, the job climate and more. It’s relatively easy to track, from when you post your job ad, to when you offer someone a role. Of course, there will be other metrics you’ll want to track in between to form a better overall picture (such as cost per hire). But time to hire is a foundational metric that will reveal your raw efficiency. The data you get out is as good as the data you put in! So you may like to shine a light on your data, which can prompt you to identify areas for improvement and make better decisions. We understand CSV files still have their place, but sometimes, they’re not as clear as they should be. What are your thoughts? If you have any feedback or are exciting about this new functionality that we’ll be rolling out soon, feel free to get in touch with us. Stay tuned for more information, as we’ll be rolling these changes out slowly over the next few months.
How Do You Improve the Candidate Experience? Simple: Just Ask
Candidate experience is more important than ever. And yes, we can already hear your under-your-breath ‘but we already know that’ response, however according to recent research done by Talent Board, we’re not quite nailing it. The report showed a surprising trend – if a candidate has a negative employer experience, they are increasingly inclined to
