Talent recruitment requires a significant amount of attention of the probability that a candidate will slot into an organization and fill a need that exists, bringing vital skills to the company’s landscape. But one of the most important traits hiring managers are looking for in potential talent today is the predicted level of performance an individual will be able to work with.
From analyzing metric data that shows which educational institutions and other companies produce the best talent to getting to grips with the psychology of the human brain, predicting performance is a skill HR experts are using more frequently when it comes to recruitment and the ‘assessment’ of current employees.
Predicting performance through personality
As the workplace moves toward teamwork and service-oriented jobs, evaluating interpersonal skills becomes increasingly important,” according to the American Psychological Association
When psychologists are trying to determine what kind of personality someone has, they look at the ‘Big Five’: whether someone is an extravert; whether they are agreeable; whether they are conscientious; whether they’re emotionally stable; and whether they’re open to experience.
HR can use this measure of personality when it comes to predicting performance in their employees or candidates, and will find that patterns emerge in the most and least efficient workers. However one of the downfalls of this strategy is that there will be individuals that do not conform to every pattern or trend, which can have both positive and negative results.
The APA credits being conscientious is one of the biggest personality traits that leads to high job performance, and uses the term “contextual performance” to describe an employee who goes beyond the standard requirements of their role and puts in effort in other areas than their job description calls for.
Predicting performance through analytics
Most human resource departments favor predictive analytics when it comes to performance, and data patterns allow an accurate insight into an employee’s potential.
Self Management Group emphasizes the capability of systematic data collection which “supplements your intuitive perspective with objective data which can support or challenge your current ideas about how talent management is working in your organization,” providing a clear vision of developing trends in the company, and in employee performance.
SMG also recommends introducing a screening process into the organization’s current recruitment strategy, designed to filter out the wrong candidates while providing HR with a solid bank of data for which traits to avoid in the future, and psychometric profiles combine the best parts of the predicting performance through personality strategy with data analytics.
The level of performance that talent brings to the company will have a direct impact of the success of the business overall, and low performers should not be able to slip through HR’s recruiting or training process.
Predictive analytics and personality trait assessments are good tools human resource has when it comes to producing the best performing talent possible for their organizations, but remember they are just tools not decision-makers!
(c) New To HR.
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