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Didn’t get the job? Blame your personality (they certainly do)

(BUSINESS NEWS) Pre-interviews often focus on personality rather than experience to find out if you’re compatible with the company culture.

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Don’t let the door hit you on the way out

An old colleague of mine used to say (not to me specifically), “We’re not getting paid to get along.” I understand that point to a degree. The work is what counts. But do you really do your best work if you’re miserable?

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This is why some many companies do personality screenings before they even get around to qualification screenings. In fact, some companies make personality-compatibility such a priority that it makes me wonder if they even get any work done at all. Or maybe they’re just the happiest, least productive company in town. I just don’t get it.

All about morals

A job interview is a poor method to select people to work for you and with you. So says Dr. Anna Hartley, PhD, a postdoctoral research scientist who works on personality judgment and measurement and who recently wrote a guest editorial for Physchology Today.

The thing with job interviews, especially pre-interviews that deal with personality is that they are based on key responses that don’t allow for specifics. For example, “Yes” or “No” answers that don’t allow for the most logical answer which is probably somewhere in the middle.

Dr. Hartley explains that, outside of interview tests, “People care deeply about a person’s morality when forming general impressions of that person, and whether they like, respect, and feel like they truly know that person. More so than other desirable qualities, such as warmth, competence, or sociability.”

Knowing that a person is moral indicates whether we should approach or avoid, and whether we should pursue an interpersonal relationship with that person.

How you detect that in a pre-interview is one of the many challenges of a company’s HR department. And as you can imagine it is not easily distinguishable. At least not when all you can do is answer “Yes” or “No.”

It’s either yes or no

So you can try to outguess the test and provide the answers you think they want to hear and that doesn’t always work either. Hartley points out that someone who answers “yes” to the question “Are you perfect?” (A typical question in many personality tests) is almost certainly trying to appear socially desirable. Yet at the same time such a response may point to being dishonest.

The main way a lab controls for this issue is by using a measure called the Balanced Inventory of Desirable Responding test, but there are many other ways to control for dishonest or socially desirable responding.

Experience and skills

Crazy as it seems, personality traits often initially outweigh experience and skills. If you apply for a job and are never asked about qualifications, skills, education or relevant experience – it might be because you didn’t meet whatever the personality standard was to begin with.

An ego-buster for you or a loss for the company that you interviewed with? Now that’s a question worth answering.

#PersonalityHiring

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Nearly three decades living and working all over the world as a radio and television broadcast journalist in the United States Air Force, Staff Writer, Gary Picariello is now retired from the military and is focused on his writing career.

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Business News

The sad truths you missed about the US Women’s Soccer Team lawsuit

(NEWS) The US Women’s Soccer team dominated headlines by suing for equal pay, but there was so much more to the lawsuit that could have a ripple effect in the business world.

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Recently, on International Women’s Day, the United States Women’s Soccer Team (USWNT) filed a lawsuit against the US Soccer Federation. The timing of the suit is not only a sign of the team continuing their decades long fight against the organization (only three months before they are set to defend their World Cup title in France), but a recognition of the symbol that they have become in the larger battle that women and other minorities are waging in order to be given the same resources as the men leading in their fields.

It should go without saying that the women’s soccer team is unparalleled in its athletic success: over the past twenty years they have won three World Cup titles and four Olympic gold medals. These players, as ESPN acknowledges, are among the most accomplished and best known women athletes in the world.

Their counterpart, the Men’s National Soccer Team, leaves much to be desired (they failed to qualify for last year’s World Cup, for example) yet they consistently receive much more support from the US Soccer Federation.

Although the pay disparity between the USWNT and the male soccer team is certainly stark, the “gains” that the women athletes are fighting for go beyond monetary compensation.

According to Mashable, “This [suit] includes how women frequently play on a dangerous artificial surfaces when the men do not, fly commercial when the men travel by more convenient, comfortable charter flights, and the alleged allocation of fewer resources to promote women’s games compared to men’s.”

As if being the best players in your sport in the world and having to share hotel rooms after getting torn apart by the seams astroturf and receiving less-than-world-class medical care wouldn’t be infuriating enough, it’s truly this final point that highlights the glaring mistreatment of the USWNT.

Without support from the US Soccer Federation, not only in the form of payment but in promotion of their games and general good-will toward their players, the USWNT will not be able to grow their following so that they can establish a consistent revenue near what the men’s team attracts. This “lack” of revenue continues to create the chicken/egg excuse that the Federation has for not propping up the USWNT like they deserve.

It’s simply the opposite of “sportsmanship” for the US Soccer Federation to use these players’ love of playing the game (that, again, they are the best in the world at) and their country as a way to gaslight them into playing for less.

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Think about automating tasks instead of replacing workers

(BUSINESS) Automation is great, unless you obsess over it and try to cut down on payroll – there’s a smarter approach that successful businesses take.

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The concept of automating your workflow is a tempting one — especially as payroll continues to be one of the evergreen highest costs of business. However, in contemplating how to streamline your workflow, you may do better to step back from the idea of “replacing workers” and instead think about you can optimize your existing employees by strategically tweaking their workflow.

As Ravin Jesuthasan and John Boudreau write in The Harvard Business Review, if the goal of automating is to ensure that your company is operating at its most cost effective and efficient levels, then chances are you’d still need knowledgeable employees to help you scale and capitalize.

Where automation can truly help your business is by transforming the ability of your organization to focus on the tasks that truly require a human touch or deep knowledge. For example, automation will not help your employees perform complex, interactive, or creative work like collaborating with clients to come up with solutions or designs.

However, it can help the process of brainstorming or co-designing these solutions easier by replacing some of the mechanical tasks that aid this high-level workflow.

For example, it may be helpful to automate basic research tasks for your designers. If your designers must create a client profile to help them launch their projects — basic information must surely exist at some other point in the process before this point. Maybe your firm has an intake form or contracts where a basic description of the goal of the contracted service has been created. By automating the sharing of that data between departments, perhaps in a content management system, you’d be able to free up time that the designers might spend on basic data collection so that they could instead use it for their more complex, empathetic work.

Jesuthasan and Boudreau offer up other advice for thinking about which specific tasks within your company’s workflow are the best candidates for automation.

Is a task simple? Routine? Does it require collaboration?

These kinds of inquiry are not only useful when thinking about your organizational processes, but they are good refreshers for thinking about the individual value and skills that your organization and its workers offer clients.

So instead of looking at how to cut down on payroll, consider automation as an option to improve the value you’re getting from your team, and freeing them from mind-numbing tasks that have nothing to do with their expertise. Win-win!

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Megabrand, Amazon failing to support their working parent employees

(BUSINESS NEWS) Policies are changing at American companies to be up to par in supporting parents, but Amazon, despite being one of the most profitable companies in history, is not one of the evolving brands.

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Households in which both parents work is so much the norm in this country that we rarely ask new mothers if they’ll go back to work knowing it’s only a matter of when they’ll go back to work.

And once new mothers re-enter the workplace, the expectation of their time rarely changes to account for their new status as working mothers. Schedules change and so do childcare needs.

However, some progressive companies are changing their policies to accommodate their employees’ need for childcare, but Amazon isn’t one of them. Yet.

Dubbing themselves the Momazonians, a group of working mothers at Amazon is demanding that the online retail giant provide a back-up childcare benefit.

Back-up child care, for the uninitiated, is a perk that offers workers access to subsidized care for the times when school is closed, reliable childcare is temporarily unavailable, or in the event of sickness or emergency.

Why is this important? For starters, women who return to work shortly after giving birth are often left feeling unsupported and burdened by their choice to continue their careers instead of feeling empowered to enter into the next chapter or phase of their career.

Some companies believe that babies just aren’t good for business and once a woman makes the choice to expand her family, she’s often passed over for promotions or thought to no longer prioritize her career. Of course, these companies are wrong and that’s why it’s important for working mom’s to feel empowered to make their voices heard.

Will the Momazonians make any headway in getting the help they deserve? Time will tell.

They’ll be meeting in the next few weeks in an attempt to make a deal. However, whether or not Amazon complies with their demands, it’s worth thinking about for companies pondering parental policies in the future. As more and more millennials are marrying and having children later in life and thus further along in their careers, it would behoove companies to offer more flexible benefits to families. While it may seem cheaper to hire entry-level employees, in the long run, it’s more cost effective to hold onto experienced workers.

What’s more, while it’s incredibly difficult, if not impossible, to have it all, companies could make it easier to at least manage work-life balance better. When you offer mothers and fathers flex-time and work-from-home benefits, or even subsidized care, you are purchasing peace of mind and a peace-filled mind is a productive one.

Any woman who has gone back to work knows the hardest part of their day is dropping off their new little one in someone else’s care so why not make these transitions easier if it means holding on to experience? In the long term, it leads to employee retention. Children aren’t children forever and if they’re parents are offered support, those parents will probably perform better.

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