Psychometrics: unleash your superhuman talents

Psychometrics. Sounds like something out of a lab experiment, right? Someone in a hospital gown hooked up to wires that monitor brain waves?
No, it’s not a scene from Stranger Things. It’s cutting-edge technology that when mixed with a powerful algorithm, is changing the game in human resources, online advertising and customer experience.

By definition, psychometrics is the science of measuring mental capacities and processes. Algorithms and predictive analytics are used everywhere from Facebook to Amazon measuring behavior as an indicator of content preferences and buying habits. But now we are seeing this technology used in a brand new way.

Talentoday’s personality questionnaire and underlying algorithm leverage psychology and data science to discover someone’s unique personality traits and motivations. What makes this test unique? Talentoday was born out of in depth research done by top psychologists and will not place you into a Myers Briggs box — it is the only one of its kind in HR.

Talentoday for Hiring Managers & Recruiters:

The real psychometric magic happens when the behind the scenes computing is combined with a simple (& free) online questionnaire that was designed with busy professionals, like you, in mind. It can be accessed on any device, includes short and easy to comprehend questions, and takes an average of 11 minutes to finish.

While the questionnaire goes in depth, you do not need a Ph.D to understand the results. Assessment information is presented in an easy to read format, allowing hiring managers to make data-driven decisions about potential employees rather than relying solely on gut instincts developed during interviews.

Talentoday Questionnaire Results: Motivation & Personality Radars

To get even more out of the reports, Talentoday offers a certification program that will show you how to review results at a deeper level. One member of a hiring team or HR office can become an expert and share their knowledge with the rest of the team.

With a deeper understanding of a candidate’s personality, companies can more accurately know how a candidate will fit the job description and office culture, which will lead to a higher rate of a successful hire and increased employee retention long term.

 

Job Matching Technology: Get your Free Trial

HR offices and staffing agencies can also use the target profiles created from Talentoday’s growing database to match their incoming candidates to. The job matching system (above) shows managers if the candidates meet the essential criteria — reducing the risk of hiring a bad fit and saving time in the process.

The whole thing is built to scale, and can be customized to fit any organization’s needs.

Talentoday for the average joe

On the other side of the house, candidates now have full access to their superpowers. Score a 9 in creativity? Time to play up your best qualities in your next interview and land the job you have been eyeing the first time around. The company also offers career recommendations in a comprehensive PDF report and includes interview questions to help you prepare.

Want to learn more? Try the free personality assessment for yourself. You’ve got nothing to lose and only insight and data to gain. Unleash those super powers folks!

Allie Powers

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Hit a Hiring Road Block?

3 Powerful Tools for Recruiting the New Generation

This is the era of the Millennials, a generation that, according to the United States Census Bureau, represents more than one quarter of the United States population and is the largest population in the United States today. Take Google’s headquarters, for example. When you walk onto the campus the first thing you see are young adults bustling between the buildings. It looks almost like a busy college campus.

As more of today’s students graduate and enter the job market, recruiters must learn how to attract them and HR teams want to be sure their new recruits will stay motivated when joining their company’s workforce. If companies want to compete with the Googleplex, they need to make their hiring process more effective and their job offerings more alluring to new hot candidates. The challenge is creating a process that is enticing to the interviewee and informative to the company while still remaining bias free. Hiring a millennial will look much different than hiring from previous generations but luckily there a few nimble start-ups dedicated to making this process a success.

Three Powerhouse Recruitment Tools

While it is the era of Millenials, it is also the era of new tech tools. As the candidate pool has evolved so has the technology. HR teams have adapted the following hiring solutions to their recruitment process to help them make more informed decisions.

  1. Greenhouse companies like AirBnb, Pinterest & Vimeo have successfully implemented this new software that optimizes the entire recruiting process. With Greenhouse, you can find better candidates, conduct more focused interviews, and organize the recruiting process from start to finish. Experienced interviewers don’t wing it. The interview process should be a powerful marketing tool. You want every candidate to walk out of their interview feeling impressed by your team and excited about your company. Greenhouse provides all the tools you need for powerful, structured interviewing.
  2. Talentoday is a HR portal where people seeking jobs can take a simple & informative questionnaire that analyzes people’s personality and motivation at work The psychometric technology leverages Talentoday’s growing 3.5 million global database of detailed personality assessments. The companies secret weapon is their job matching platform which allows you to match candidates to Job Profiles in the industry to quickly see if you have a good fit. It has a slick, modern interface and is integrated with social networks such as Facebook, LinkedIn, and Twitter, making it very appealing to this new generation.
  3. Interviewing.io on the other side of the house is this quickly growing company that allows engineers to skip the bullsh** and get right to the technical stuff. Hiring engineers? You can now talk directly to engineers who’ve been killing it in technical interviews. With their unique approach candidates who do well in practice, get invites to interview anonymously with great companies. That means Millennials can skip right to the technical screen without talking to recruiters, touching their resume, or worrying about bias. If you have the skills you get the job, it is as simple as that.

With these tools, a the recruitment team will be one step ahead for their candidates, providing them job opportunities that better fulfill their needs and life goals, while saving the company precious time with a more effective recruitment process.

 

Embracing These Modern, Powerful HR Recruitment Software

The population of job applicants is continuously changing and a new generation is entering the workforce with very different expectations and attitudes. HR teams will become better at understanding this evolution and select candidates that better fit their company, or lose top candidates to other companies who are catching on.

 

“Digitization, social networks, big data, and machine learning are disrupting the staffing and recruitment industry and the future of professionals hinges on the ability to understand, interpret and embrace data” — Alberding Group

Adapting new tools that combine recruitment planning, people analytics, machine learning and the latest advancements in psychology will allow companies to attract new generations of job applicants who will remain productive and committed to their job.

Curious to hear more HR & Recruiting tips? Check out additional articles. And if you like this post, please hit the ❤️ button below or give me a shout on Twitter.


How to hire a super star sales professional.

3 unique traits in those who close deals

A great product or service can easily go unnoticed if it does not have the right people to sell it. As a hiring manager, how can you find sales stars that shine? With thousands of sales professionals in our data base, we have created a profile on what makes an individual a great deal closer — & it is not what you may think. According to our data, top sales performers display the following traits:

Personality Radar for Sales Professional — From Target Profile

 

#1 Creative: Lives (and thinks) outside the box

There are many ways to sell a product or service, and the same approach is not right for everyone. Creativity is often required to take a customer from “maybe” to “yes” and close a deal.

A successful salesperson thrives in an environment where they need to constantly adapt to changing goals and creatively solve problems on a daily basis. You don’t want someone who sometimes thinks outside the box, you want someone who doesn’t know that the box even exists.

#2 Responsive: Intuition based decision making

Have you ever felt like the car salesman down the street read your mind? Well, they did. Salesmen/women rely so heavily on their intuition that they can easily get in their customers head and are usually two steps ahead. Genuine sales professionals are quick on their feet, and favor spontaneous action over reflection.

But while they are quick they are also swift and can adapt to a new situation at the drop of a hat. Their chameleon like nature allows them to respond to the personalities of a rainbow of potential customers.

Team members who have mastered the art of clear and consistent communication with their clients will lead your company to higher customer satisfaction, and a better bottom line as a result.

#3 Independent mind: Supervision not required

A rockstar salesperson should be able to take a goal and run with it. That means setting their own schedule and ensuring that all relevant goals are met on time.

Self motivation is crucial, especially in environments where sales reps work remotely or travel frequently. Managers should be able to support their teams without getting in the weeds on day-to-day details.

The total superstar sales package

The key to making a sale is understanding customers’ needs and figuring out how your product or service can meet them — the intersection of creativity, responsiveness, and independence. Find someone who has all three and you are well on your way to success.

While every employee is unique, these insights may help you determine which applications rise to the top of the pile. For help hiring your next sales professional use this job matching system to see how your candidates stack up against your current sales team. Stop relying on your gut instinct for hiring (leave that to sales) and start making data-driven decisions.

Want to read more recruiting tips and tricks? Check out my blog page.


The future of recruiting: how to save time, money & stress.

How to Save Time and Money in the Hiring Process.

On paper, the candidate seemed great. But as you stare across the conference table at his disinterested, glazed expression, you wish you had a Doctor Evil button to press so you could watch his chair get swallowed by the floor. You’re a professional, though, so you finish your interview and politely escort him out after a wasted hour. What went wrong? He seemed amazing from his resume!

The average recruiter spends nearly 40 hours and over $1,000 to hire someone (1). And hiring the wrong person can cost a company more than $50,000 in lost productivity(2)! Companies don’t just have to handle replacement and re-training costs of the employee that didn’t work out, but a mismatched employee will affect the entire team’s morale as they scramble to get that person’s work done. In 2012, 22% of recruiters reported that the reason for their bad hires was because of “insufficient talent intelligence.” Issues and personality traits came out after hiring that the recruiter didn’t expect. Recruiters in today’s fast paced quota-filling atmosphere have a limited amount of time to get to know candidates extremely well. Efficiency is critical.

So how can recruiters speed up the process and hire the right talent the first time? Using psychology-based testing prior to interviews can give recruiters important insight into a candidate’s personality. Most of us at one time or another have taken the old-school, popular “Myers-Briggs” test and gotten the four-letter acronym that “matches” us (a.k.a. tries to fit us into convenient little boxes) — any other ENFJ’s out there? But that test was researched and developed in the 1940’s!

Today, recruiters need to understand what drives today’s workforce, and more importantly what motivates them at work. Instead of being placed in a generic box, recruiters should be able to match candidate’s traits and motivators with the team and the company’s unique culture to see if they will make a good fit.

Using a modern psychology-based tool like Talentoday Manager, that was developed with the traits of today’s workforce and the uniqueness of your company in mind, means you have personalized insights by professional psychologists! Really knowing who your candidate is, what motivates him or her, and how he or she will fit on a team, in a role and at your company — before they even come in to interview — will save countless hours and dollars interviewing, negotiating, and potentially re-hiring

And you won’t need your Doctor Evil button after all.

Want to read more recruiting tips and tricks? Check out my blog page.

Sources:

  1. GetHired.com as reported on http://theundercoverrecruiter.com/wp-content/uploads/2012/06/how-much-hire-graphic.jpg
  2. http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=12/13/2012&id=pr730&ed=12/31/2012


HR Hack: The Secret to Tying Down Millennials.

Where will all the grads go?

And more importantly, will they stay put? Nearly two million members of the Class of 2016 in the U.S. have hit the job market this summer, and the outlook is strong.

A survey from the National Association of Colleges and Employers finds that employers are planning to hire about 5 percent more new college graduates than last year, and the Bureau of Labor Statistics reports that the unemployment rate for those over 25 with a bachelor’s degree is 2.4 percent, less than half of the national average of 5 percent.

While the job outlook is strong, Millennials are looking for more than just a job — they want a career that they are passionate about. And they will not settle for anything less.

Millennials have different needs than previous generations.

According to a study from Bentley University, “Millennials have not rejected the corporate world, but they will seek other options, such as starting their own companies, if they cannot find workplaces that accommodate their personal values — prominent among them time allocation, relationships and job security.”

How to attract the best Millennials to your company

In order to recruit and retain Millennials, you first need to understand their needs. It is essential that companies invest in their candidates from the very beginning… and that means getting to know them — inside & out. This generation has been described as everything from self absorbed to free spirited.

While making sense of Millennial preferences might seem like a tall order, a simple personality questionnaire puts it within reach. HR managers and recruiters can now use a psychometric assessment to uncover a person’s motivations, leadership style, and more.

This is a vital resource for understanding the mindset and strengths of today’s college graduates. I reached out to a recent grad who was on the hunt for a job she could invest herself in. As a millennial in the tech start up world, Addison wanted to see just how accurate this assessment was at gauging her unique needs.

Addison’s Motivations Radar

Addison noted, “my motivation radar was spot on. Without relating to others on my team coupled with a strong work life balance, there is no amount of money that can keep me happy at a mediocre job.”

But these are just Addison’s unique results, employers must find ways to meet expectations of the new generation’s vast and diverse motivators.
Investing in employees is more important than ever, especially if your company plans on retaining them. To get a better idea of what a millenial will need to be a glowing and fulfilled asset to the team; it is best to do the extra work during the interview process, or you may see them heading for the door.


Are you in the wrong job?

How using your personality strengths leads to job satisfaction.

You have a job, but is it really the job you want?

Sure, you may get along with your coworkers and feel fulfilled by your work at least some of the time, but you still can’t resist checking out job posting sites or asking around about potential openings at happy hour.

You are not alone. It’s easier than ever to apply for jobs, network with companies and recruiters, and work from the comfort of home or your local coffee shop — meaning that workers are changing jobs more often than ever.

According to the Society of Human Resource Management, about one-third of new hires quit their jobs after six months, and CareerBuilder reports that 32 percent of employers expect their employees to job hop.

Some who leave jobs find that the grass isn’t always greener on the other side, beginning another cycle of job searching. However, a new wave of data-driven hiring is making it easier for companies and employees to find long-term matches.

If the employee’s personality fits with the company, chances are the employee will stay longer. And, companies are using personality data to understand the roots of human behavior and how to shape their businesses accordingly — a strategy known as people analytics.

They know your buying habits and can compare them to similar consumers to suggest new products for you, predict future behavior, or improve customer service. Entrepreneur reports that the Container Store is doing just that by using wearable technology to track employee interactions with customers on the sales floor.

People analytics applies to hiring, too. Search committees and sorting through endless stacks of resumes to arbitrarily pick a candidate may soon become a thing of the past in favor of data-driven placements that match a candidate’s personality with the open position and company’s culture.

There are many options out there when it comes to online personality assessments, but not all are created equally. Talentoday’s personality test was specifically designed for a professional setting. The questions are no longer than a Tweet and each has only two possible answers. They fly by and the entire thing can be completed in just a few minutes.

Are you a leader or a follower? Are you open to new assignments and challenges? How comfortable are you speaking in public and interacting with others you don’t know? The psychometric test gives you answers to those questions and uses a scientific algorithm to provide you with the career advice you have been yearning for.

The answers from your personality test can be shared on social media or with recruiters who can place you into jobs that fit your skill set and puts you on the path toward a long-term career in that field — minimizing the potential that you’ll be job hunting again in six months or a year.

Before you hit the job board next time, consider taking a personality test to find a long-term career that motivates you and uses your strongest traits to your advantage.


The Importance of Company Culture and How to Hire the Right Fit

How to keep your new hires from running.

6 tips on hiring employees who wont run for the door.

Everyone likes to wake up wanting to go to work! And every company wants their employees to be motivated, productive and loyal. One of the biggest factors in fostering a hard-working, happy team is by not only creating a vibrant company culture, but also making sure new employees fit into your company’s unique style. Whether your company is a more casual, “8–5”, family friendly environment, or a high pressure, career lifestyle, competitive, highly results-oriented workplace, using smart recruiting tools like predictive analytics to evaluate candidates will help ensure the perfect match.

Programs that foster company culture like flex time, happy hours, volunteer work, recognition opportunities, cross departmental “lunch and learn” events, competitive pay structures and opportunities for bonuses all make employees less likely to take calls from other companies.

“Culture is the number one contributing factor to every single aspect of the employment relationship — from both the employee and company perspective,” says Amber Rhoton, Owner/President of Owner and Chief HR Advisor for Amplified HR. “A strong culture is the fastest way to weed out under-performers and cultivate superstars.”

Here’s how to find the perfect match for your company’s culture and avoid costly hiring mistakes. Job searchers, listen up to increase your chances of getting hired!

  1. Ask candidates to take a personality test such as Talentoday’s which in a few clicks provides a comparison of the candidate to your current workforce and is designed to allow you to get an idea of who a person really is and what motivates him or her.
  2. Have multiple people speak with the candidate to see how well he or she meshes with different personalities. Also, meet a candidate on several occasions on different days and times to gauge the consistency of the fit.
  3. Watch how a candidate interacts with the receptionist. It may seem minor, but you want to hire a genuinely nice person. If someone is cold or rude to the person they are first meeting in the lobby, it’s not a good sign.
  4. Check references, and not just the ones a candidate gives you. Dig a little deeper and find an objective opinion on someone’s past performance and potential fit. It’s hard work but will pay off to avoid hiring the wrong person.
    Observe how smoothly offer negotiations go. If a candidate negotiates heavily and isn’t easy to work with during that process, it’s a sign they aren’t the right person for the job.
  5. Ask the hard questions. If you know your company’s culture requires night and weekend work, find out how a candidate will handle that. Be transparent on all the down sides of a position and when someone is still excited to join, you’ll know they’re right for the role.

 

Match your applicants with your culture and the rest will fall into place,” says Rhoton. It’s way more important, in my opinion, than skill set or experience.”

By ensuring your new hires match your company’s dynamic, you’ll not only reduce your turnover but also increase engagement and overall performance of the entire team. And with today’s easy-to-use candidate-culture matching technology, there’s no excuse not to!


3 things you must do before hiring candidates

Are you the right guy for the job?

Every manager, HR professional and recruiter faces the same question: Am I recruiting the right candidate for this position? It became essential to be able to discover and acknowledge the value of your future employees and the way they will match to the job position in our fast-paced and technology driven world. Performance is directly correlated to the fit between your candidate’s skills, personality and motivation but also to your company culture, requirements for the job, team members already in place, etc.

Here are the 3 things you need to do:

1 — Evaluate their skills

You want to explore the knowledge and cognizance of every individual, or what the person knows how to do. The skills and aptitudes of a person are usually identified in resumes, diplomas, and experiences. These can also be distinguished via aptitude tests, performance tests, real-life simulations or exercises. Before the meeting, it’s essential to take note of the exact tasks, responsibilities and tools the future employee will have to do, use or learn.

2 — Explore their personalities

This point is crucial and it is the center of the assessment process, in meetings between a recruiter and a candidate. It is not groundbreaking to acknowledge that there is a strong correlation between personality fit and performance in a career. Personality is a complex concept that can be explored in many complementary ways.

We can evaluate it by using personality tests, and with previous employers recommendations, 360-degree feedback or in a well-conducted face-to-face semi-directive interview. The main advantage of using personality tests for interviews (when they are serious!) is that they allow for the standardization and normalization of assessments between different people. Nowadays most are online, easy-to-use and inexpensive. In a way, they allow you to know your candidates before you meet them.

3 — Understand their motivations

Motivation is the third fundamental element to consider while assessing individuals you wish to recruit. It is so important to be aware of people’s aspirations, to know what they seek in their professional lives, and what motivates them. Candidates must select the organization that interests them, identify the people for whom and with which they work, and enjoy the possibilities offered. Every career opportunity must also fit the career plan of the applicant. For example, you can hire the best talent to work for Salesforce.com, but if he is not motivated by the tasks, he will not perform his best, and will leave the company earlier than expected.

If you wish to hire applicants who fit the open position and company culture, make sure you take these points into consideration. While you are free to select a candidate, applicants also choose the company and the people they will work for, their preferred position, and the working framework that matches their expectations.

Adopt the best practices for recruitment and download our free 20 page guide on assessing and selecting talents.


Simply hire quality employees

Have I hired the right person? This is a common question asked by human resources professionals and managers around the world.

In many companies, human resources managers, career coaches, and recruiters are faced with a large number of job applications each year, many of which don’t even get looked at. Let’s be honest, only the first couple of applications get reviewed and the rest come from references or connections you have. You trust your connections and you will hire those referred to you because this makes your job that much easier.

But still, how do you know you’ve hired the right person? You could literally sit and read all of the applications and resumes sitting on your desk. We don’t doubt your ability to do this day in and day out. However, we know a way that you can zip through applications, and feel more confident in narrowing your choices to the right candidates for an interview.

Talentoday offers innovative and modern cloud solutions to professionals like yourself that allow you to view and interpret the personalities and motivations of each applicant (with their consent, of course).

Talentoday differs from the Myers Briggs in that it allows you to explore precise personality traits and enables you to reach and serve more individuals by satisfying their needs. Between the career coach and the potential employee, there exists a sense of openness, communication and accountability or transparency that is not found within other tests because results can be immediately shared and interpreted. Not only do you benefit from this experience, but your population does too! In other websites where questionnaires are offered, people don’t have direct access to their own results and, in fact, sometimes never even get to see them. Talentoday, on the other hand, offers everyone a personalized, user-centric experience that facilitates potential employees to seek the right position for themselves, which lowers the number of applications you must go through to select the perfect candidate. It’s a “win-win” situation if you ask us…

Talentoday has also broken from traditional pay-pertest models and allows career coaches or career counselors to administer unlimited questionnaires via the Talentoday online platform. Our cloud solution provides the speed, flexibility and security that every human resources manager and recruiter needs. To help you guide every individual in the right direction, our Talentoday Manager gives you access to the fundamental tools and empowers you to be better at what you do.

With Talentoday Manager, more HR Managers and professionals aren’t just reviewing the first couple of applications, but are getting to know each candidate at a more personal level, and are identifying the qualities or talents that naturally fit the role in less time.

We aren’t saying that resumes or CVs are not important! Realistically, however, these can be painted in a distorted way, which is what Talentoday’s unbiased personality and motivations questionnaire avoids. Talentoday adheres to the highest standards of the American Psychological Association (APA) and makes it difficult for applicants to shape an “ideal” profile. As Talentoday does this, we are able to lower the high percentage of unhappy employees in the world. A recent Forbes article stated that, “only 13% of workers feel engaged by their jobs” and that “work is more often a source of frustration than one of fulfillment for nearly 90% of the world’s workers.” At Talentoday, we believe that it’s best to select those who are fitting, motivated, engaged, and fulfilled in their position.

Talentoday’s tools get you access to an accurate representation of each person’s talents and incentives, leading you to select the right person for the position offered.

Be a part of our growing community of professionals in human resources and feel confident with your choices in less time. 88% of users recommend Talentoday to their friends, and our Certified Counselors couldn’t be any happier!

References:
Adams, Susan. Unhappy Employees Outnumber Happy One By Two to One Worldwide. Forbes. 10/10/2013.


Engineers vs. Business people: A War of Talent

Both engineers and business people are believed to be some of the most intelligent professionals in the world, embracing and conquering a large wealth of skills and knowledge. But which group of them will adapt their behaviors and personality to meet the social demands of the workplace? In such a competitive professional world, it is these talents that lead to the success of an individual. A study of Talentoday’s results database reveals the differing “Soft Skills” adopted by engineers and business people. It is not surprising to see that there are certain inclinations and differences within the results, since ultimately, everyone is unique. Personalities and motivations that distinguish us as individuals will naturally complement particular careers.

The following statistics indicate the trends identified by the study.

Engineers vs. Business people