HR Models in Hiring and Candidate selection for jobs

Do you know why you like and do well in a job? Why do you stick to some jobs and companies?

Do you believe that it is karma or destiny? Or do you believe in any complicated theory of psychometrics – the science of measuring mental capacities and processes.

I’d like to believe that there is a mathematical correlation between skills, psychological profiles, experience and education as a composite which decides how satisfied and happy and employee is. To figure out the calculations I’ve devised a survey, to collect data and pierce together the relationships.
It would be great if you could take out 20 min. of your time to fill out this questionnaire developed to gather data for the study. The link is :- http://indiadecisionmanagement.com/consulting/analytics-and-strategy/hr-analytic-study-factors-that-affect-job-satisfaction-in-todays-world/
(Note :- Do pass this on to your friends and colleagues – the more data we get, the more robust will be the analysis.)

Do models already exist in this space? They do and I am sure that as part of the structured workforce, you would have undergone some or the other kind of test like Myers-Briggs , Big 5 etc.

I. Myers-Briggs (MBTI ):- Often used for Leadership , Senior and Middle Management evaluation
The Myers-Briggs type indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. These preferences were extrapolated by Kathleen Briggs and Isabel Briggs Myers from the typological theories proposed by C G Jung
Who was Jung? Jung was a Swiss psychiatrist and psychotherapist who founded analytical psychology. Analytical psychology emphasizes the primary importance of the individual psyche and the personal quest for wholeness.

The essence of Jung’s theory of psychological types is simple – when our minds are active and we are awake, we are alternating between taking in information and making decisions in our internal and external worlds. He identified eight different patterns for how we carry out these mental activities commonly referred to as the function – attitudes, functions – in – attitude or the eight mental processes.
You can read more about this in his book entitled Psychological types . Jung’s eighth types are the root of the well-known 16 MBTI .

The 16 personality types of the Myers-Briggs Type Indicator® instrument are listed here as they are often shown in what is called a “type table.”

(http://www.chess.com/forum/view/general/is-there-a-link-between-personality-types-myers-briggs-and-chess-ability )
(http://www.chess.com/forum/view/general/is-there-a-link-between-personality-types-myers-briggs-and-chess-ability )

()

Type deciders:-

1. Favourite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I).

2. Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N).

3. Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F).

4. Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P).

5. Your Personality Type: When you decide on your preference in each category, you have your own personality type, which can be expressed as a code with four letters.

(Read more @ http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/ )

II. Big 5 / OCEAN test :-

In psychology, the Big Five personality traits are five broad domains or dimensions of personality that are used to describe human personality. The theory based on the Big Five factors is called the five-factor model (FFM). The five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism.
The Big Five model is able to account for different traits in personality without overlapping. Empirical research has shown that the Big Five personality traits show consistency in interviews, self-descriptions and observations. Moreover, this five-factor structure seems to be found across a wide range of participants of different ages and of different cultures.
A summary of the factors of the Big Five and their constituent traits, such that they form the acronym OCEAN can be seen in the links mentioned .

Big 5 grid
Big 5 grid

(Read more @ http://en.wikipedia.org/wiki/Big_Five_personality_traits ; http://oaks.nvg.org/eg6ra15.html )

Do you believe that only personality and mental orientation drives a good candidate for a particular job? Obviously not, especially if you’re looking at technical jobs or specialist jobs. Thus evolved the era of skill testing and competency testing for a particular type of job. These tests serve as the base level cut-off in terms of educational requirement, coding skills, system skills, domain knowledge. Of course most of the skill based models have left out the element of personality which we have covered above.

These Skill / Competency models work very well for task oriented jobs like coding and systems. But multiple rounds of interviews cannot be done away with to gauge the cultural fitment of a candidate!!
Can we have a combination model? Which takes into account Personality, Skills and Experience? This study is an attempt to make such a model.

Feel free to touch base with me at subhashini@indiadecisionmanagement.com / 9731107798 for any queries and
contributions that you may have.

Link to the survey remains :- http://indiadecisionmanagement.com/consulting/analytics-and-strategy/hr-analytic-study-factors-that-affect-job-satisfaction-in-todays-world/

Leave a Reply

Your email address will not be published. Required fields are marked *