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Innovations in Personality Assessment for Predicting Job Success

Topic:
Innovations in Personality Assessment for Predicting Job Success
Date:
November 20, 2012 at 12:00 - 1:00 PM ET
Presenters:
David Daly, Research and Business Development Associate(DeGarmo Group)
webcastImgVirtual
Description
This session is going to focus on innovations in the use of personality assessment. First we’ll talk about how to analyze and understand the different personality requirements of jobs. Next, we’ll discuss how to customize personality assessment as part of the talent acquisition process for different occupations, as well as to forecast leadership potential.

Talent acquisition professionals understand that the goal of the hiring process is to find candidates who best align with the unique demands and requirements of a specific job. Other selection tools and strategies like work simulations, employment interviews and entire assessment centers are designed based on a job’s requirements to predict success. Why then, has personality assessment not been used in the same way?

Most personality assessments provide information about a person – but not relative to specific job requirements. Sure, you might be assertive and outgoing, but what if it’s more important for a specific job that your strengths be dependability and responsibility? What then?

During this session we’ll talk about the process of analyzing jobs to discover their underlying personality requirements, and how to use personality assessment in a customized way for each occupation to ensure success. Additionally, we’ll discuss how specific information regarding personality can be used to forecast managerial performance and leadership potential.

Finally, we’ll talk about how technology can be leveraged to preemptively profile candidates against several occupations at once to identify those with which they align the best.

The session is intended to provide information on new applications of personality assessment to facilitate better decision making for occupation compatibility and leadership potential.
Who Should Participate
  1. Recruiters, Managers, Directors, VPs, etc., responsible for HR, Staffing, and Talent Acquisition.
  2. Those interested in learning about strategies for customizing personality assessment for any occupation.
  3. Anyone interested in leveraging personality assessment to predict leadership and managerial potential in employees.
What You Will Learn
  1. How to analyze jobs to determine their underlying personality requirements
  2. Methods for customizing personality assessment for different occupations
  3. How personality data can be used to forecast leadership potential
  4. How custom personality assessment can be used to profile alignment against multiple occupations at once as part of the talent acquisition process.
Recommended Resources
Peeling Back The Layers of Personality - Whitepaper by DeGarmo Group
Communities
Staffing and Recruitment
Leadership
Leadership Assessments
Quality of Hire
Online Staffing and Sourcing
HR in Canada
Canadian Masters In HR Strategy & Execution
Presented by
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David Daly
DeGarmo Group

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Event Sponsors
DeGarmo Group
DeGarmo Group provides its clients with web-based HR testing and training services that support their talent acquisition and employee development processes. We limit our service provision to these areas to ensure that our focus aligns with our core o
File List
Feedback
Name Comment Rating
4 / 5
Very Good Presentation
Image of Dalibor Heger Dalibor Heger
The City Of Calgary
5 / 5
Excellent Presentation
Image of Angela Chen Angela Chen
Northern Tier Energy
4 / 5
Very Good Presentation
Image of Luana Brooks Luana Brooks
Kelowna Christian Center Society
4 / 5
Very Good Presentation
Image of Donald Sabathier Donald Sabathier
Sabathier & Associates
5 / 5
Excellent Presentation
Great talk. I focused on this area for my master's thesis many years ago and it's great to see how personality assessment and theory has evolved since then. 5 / 5
Excellent Presentation
Presentation was a bit too long. Good information but wasn't a strong tie in to how to implement and utilize it to support new hires as well as current talent. 3 / 5
Good Presentation
Image of John Langille John Langille
Royal Canadian Mounted Police (Fredericton, NB)
Thank-you enjoyed the presentation. It helped me understand what makes a 'high flyer' vs a 'poor performer' tick. 5 / 5
Excellent Presentation
Image of Carrie Hille Carrie Hille
Uptown Dining Group
"This was a bit too technical and not as practical as I would have liked. Lots of theory but not so much ""how to""." 2 / 5
Poor Presentation
Image of Malcolm J. Wilson Jr. Malcolm J. Wilson Jr.
Wilson And Associates
Well Done Thank you 4 / 5
Very Good Presentation
Image of Miriam Berger Miriam Berger
A Hire Authority

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