It’s not what you know, it’s who you know - The disadvantages of hiring friends and family

It’s not what you know, it’s who you know – The effects of nepotism in the workplace are far reaching and can impact employee morale, culture and even threaten business growth.  Nepotism is a form of discrimination in which family members or friends are hired or promoted for reasons that do not necessarily have anything to do with their experience, knowledge or skills. When personal relationships appear to take precedence over actual qualifications, the adverse effects are likely to be felt by all parties involved. 

Why does nepotism still happen?

This kind of prejudice still occurs due to a basic principle that many follow, often without realising, and that is to do with choosing what is more familiar. The saying ‘better the devil you know’ will allow people to choose someone that is ‘passable’ against someone that may be far better but still has a looming question mark around them. Some managers see that it can also be easier or quicker to choose what is under their roof rather than to seek out what may better suit their business goals.

What are the outcomes of nepotism?

One of the main complaints in a company that operates through nepotism is the obvious lack of fairness. It can result in dissatisfaction among workers and employees may have less incentive to perform if they feel that the path to promotion is undermined by nepotism. As a consequence, a company employing such tactics may find its employees looking for jobs where their talent is better recognised. Another pitfall is that by providing opportunities that are not based on merit means that managers will not give other employees a chance to develop, thus not raising the level of competency of employees or that of the business. Promoting under-qualified individuals into more senior roles can lead to an erosion of the company's leadership skills.  Nepotism can make employees feel unimportant and that their contribution to business is insignificant which can ultimately impact overall productivity and growth.  

What is the best way to tackle it?

The best way to prevent nepotism and avoid infringing the rights of the employees is to make employment decisions based on objective performance related reasons such as their skills, competencies and experience. By providing fairness and equality, employers can earn their workers’ loyalty and dedication, boost morale and achieve a more harmonious and productive workplace.

Want to learn more about testing personality directly related to your role and company?

Talent assessment and development Psychologists, Psych Press have a large selection of in-house and customisable assessment tools that link personality to performance prediction for a variety of companies. One such tool, Business Personality Reflections (BPR) has been used for a multitude of roles to ascertain a strong fit for recruiting decisions. Based on a wide field of research and multiple industry norms, this assessment provides a full report for your informed decision. To find out more visit the Psych Press Business Personality Reflections page.

 

5 Modern Ways to Spark Creativity in the Workplace

Many people believe that creativity is an inborn trait rather than something that can be learned and developed. However, studies have shown that a conducive environment is one of the critical factors that allows new ideas to be generated. As an employer, it is your responsibility to create an environment that helps your employees liberate their innovative and value adding ideas. As Albert Einstein correctly said, “Problems cannot be solved with the same mindset that created them.” 

Here are 5 ways you can boost creativity in your workplace:

Allow time for employees to “daydream”

Although daydreaming is deemed as counterproductive, studies have shown that daydreaming is the core of creative problem-solving. The starting idea that comes before the successful product is usually birthed in a daydream-like state. We do our most creative problem-solving when our mind is allowed to wander. During daydreaming, we allow ourselves to envision models and uncensor thoughts that are necessary for originality. We make connections, generate novel solutions and tap into the most complex regions of our brains.

This explains why some major companies in the world have adopted feature programs allowing their employees the time and space to think creatively. This generally involves allocated time scheduled into the work calendar and it is purely dedicated to creative thinking or problem solving. For example, Google has a 20% program, 3M offers a 15% program, and Gore & Associates (Gore-Tex, etc.) has “dabble time”. All these three companies claim that these programs are the source of their most successful products. This can work for you as well, if your business is serious about using new ideas to its advantage, then you need to be serious about alternative means of stimulating new idea creation.

Reward creativity and refrain from negative reinforcement.

In order to motivate your employees to think outside of the box, you need to reward them. To start off, you can task each employee to provide one suggestion by the end of each week to a problem or a new innovation. Assess which idea is the best, reward the employee and equally as important, implement the ideas. The reward could be tangible, such as monetary incentives or intangible, such recognition from the organisation.

Also remember, not all innovations will pay off. When an innovation is not as successful as it should have been or is a complete failure, it is vital that there be no punishment. This provides negative reinforcement which teaches employees that trying new ideas is not a good idea. This will have a negative effect of the innovation and creativity of your workforce.

Include criticisms in brainstorming sessions

Contrary to popular belief, being non-critical of group members’ ideas does not allow ideas to flow more freely. Author Jonah Lehrer suggests that brainstorming without being critical would not facilitate creativity because criticisms and debate are necessary to generate new ideas. Psychologist Charlan Nemeth further explains that proper criticism encourages more creativity as individuals feel the desire to want to improve upon their ideas. Conversely, in the absence of criticism, no one would feel challenged to push their creativity to consider unexplored possibilities. Just be sure to keep the mood positive and motivate all members to contribute and discuss each other’s input in a constructive manner.

Surround the office with colour and imagery

Charts and grids can lead to restricted thinking as they create a sense of structure and rules. Encourage your employees to think freely by putting up visually stimulating images that inspire mental clarity and allow for happy thoughts. Colour is also proven to stimulate creativity and alter moods. For instance, InformeDesign found that light blue is linked to mental clarity and stimulates the mind, whereas red was more commonly associated with aggression but also acuity and attention. Studies show that a balance of both colours is conducive to creativity. If you can balance colour with a sense of identity and even humour, it will not only increase the flow of creativity, but do wonders for a strong corporate culture.

Diversity among employees

How can different and unique ideas emerge if everyone thinks in a similar manner? When an organisation puts similar individuals with the same knowledge and background together, these people tend to generate the same ideas because they think the same. Diverse environments filled with varying cultures, gender, level of education and experiences increases creativity. The more diverse a group’s knowledge and beliefs are, the more unique ideas will arise.

Hire staff from different knowledge pools and backgrounds then get them to dabble around in projects and even attend company events. Create a more informal setting when brainstorming to allow employees with dissimilar profiles exchange thoughts.

To ensure that when you do work towards diversifying your workforce you are still recruiting individuals who will fit your company’s culture, use a Psychometric Assessment. To find out more about how Psychometric tests can help your organisation see how Psychometric Assessments can help your hiring decisions. If you are interested in learning more about Psychometric Assessments, please speak with Dr. Gavin Didsbury or a consultant from our assessment partner PsychPress who provide a variety of psychometric assessment solutions. Please call on (03) 9670 0590 or email info@psychpress.com.au.

Psychometric Assessments and Hiring Staff

An ever increasing number of employers are identifying the benefits of psychometric testing and are reaping the rewards of adding it to their recruitment process. Gone are the days where ‘gut feeling’ was an acceptable justification, decisions must now be based on tangible, objective data. Furthermore, current research suggests that replacing a skilled-person can cost an employer upwards of 150% of that employee’s annual salary. This means that even one bad hire can be extremely costly! This is where psychometric assessment comes in. Whilst there may be a bewildering array of psychometric assessments on offer, they all aim to provide objective data about a person. This data may be on the candidates’ personality attributes, past behaviours, and intellectual abilities. This information can then be used to predict future occupational success aka: job performance in a wide variety of workplace environments, including sales, human services and even the defence force.  This data can be used to predict how your future employees make decisions when under pressure or how likely they are to damage positive relationships with customers or clients. The objective results that are obtained are comparable between different prospects; to ensure you choose the right person for the job and be safe in the knowledge that you haven’t overlooked anyone you have screened. It is important to note that Psychometric Assessments should never be used as the be-all-end-all. They are most effective when screening potential employees, as simply relying on a resume and interview allows the prospect to tell you exactly what you want to hear. There is currently a lot of talk about Unconscious Bias and the best way of managing this is through supporting your keen observations with the objective, comparable data that psychometric testing provides. Employers are often concerned about how difficult they think these tests may be to deliver and interpret. Fortunately, you don’t need a degree in psychology to understand them! Psychometric assessments are written using plain, ‘real world’ language, so that any employer can easily understand what is being measured, why it is important to them and how their candidates’ results compare to the ‘average’ result of a relevant population (i.e. managers or graduates etc…) All of this allows the employer to determine if a candidate is suitable for such a role, how successful they will be and if they will fit the culture of the organisation or team. Psychometric assessments can also be tailored to meet the employer’s individual needs based on the specific attributes and qualities an employer is looking for in potential candidates. Psychometric tests can be used in recruitment for culture-fit, team-fit, role-fit and a candidates potential to be trained. Assessments can also be used for existing employee training and retention purposes as well. Assessments allow you to profile employees, identifying their strengths, development areas and work styles.  This data can be used for promotions and to reorganise work-flow. By reallocating tasks to employees to suit their work style you can increase engagement, productivity and job satisfaction, leading to a happier and more efficient workplace. If you are interested in learning more about psychometric assessments to help you hire the right people, please speak with Dr. Gavin Didsbury or a consultant from our assessment partner PsychPress who provide a variety of psychometric assessment solutions. Please call on 03 9670 0590 or email info@psychpress.com.au.

Psychometric testing and hiring in 2015

An ever increasing number of employers are identifying the benefits of psychometric testing and are reaping the rewards of applying it to their recruitment process. In 2015, the decision to use technology in order to save time and money in hiring may make or break both recruitment agencies and frequently hiring enterprises. Gone are the days where a ‘gut feeling’ provides acceptable justification to decide the fate of one's career and more importantly, business success. Instead decisions must now be based on tangible data in order to compete with a fast paced environments, and fast paced staff. Furthermore, current research suggests that replacing a skilled person can cost an employer upwards of 150% of that employee’s annual salary, meaning even one bad hire can be extremely damaging! This is where online psychometric assessments can turn things around. Whilst there may be many kinds of objective testing on offer, they all aim to provide scientifically backed data about a person. This data may be on the candidates’ personality attributes, past behaviours, and intellectual abilities. This information can then be used to predict future occupational success in a wide variety of workplace environments, including sales, human services, and even the defence force. Listed below are some of the benefits and outcomes achieved by using such a process that traditional methods such as interviews, resumes or even years experience cannot achieve: 1.      Predicting future behaviour Information gathered from psychometric tests can be used to predict how well potential candidates will behave in the future. This can include how well they make decisions under pressure or how they prefer to manage important tasks. This kind of information makes an assessment report an integral ongoing tool as it can be used post-hire to provide vision into how best to manage an individual and receive the most value from their role (not to mention allows you to identify which directions NOT to point them in!) 2.      Comparing candidates Sometimes it can be hard to choose between your shortlisted candidates. Using psychometric testing to compare candidates allows you to look past aesthetic disruptions or perceived value shown through interview confidence to highlight number driven abilities and reasoning as it relates to verbal, abstract and numeral skills which have been shown to be far better indicators of job performance. 3.      Evidence and accuracy Even the most experienced interviewers may miss out on small, crucial details about their candidates, potentially leading to a bad hire. This is not because they are incompetent, but because simply relying on a resume and interview alone allows the candidate preparation to tell you exactly what you want to hear, without any way for you to determine how truthful and accurate the information really is. It's not the candidate's fault as it's natural to appear more able, more agreeable, and more confident in an interview situation than a working situation where they need to use their reasoning and intelligence to get the job done. Including research based psychometric tests to your recruitment tool box eliminates such guess work by adding reliable insight into the traditional hiring model. 4.      User friendly Often employers are concerned about how difficult interpretations of psychometric tests are. Fortunately, you don’t need a degree in psychology to understand them! Psychometric assessments are written using a practical language, so that employers can easily understand what is being measured, why it is important to their goals, and how their candidates compare to the ‘ average’ in any given assessment. This allows employers to determine if that person is suitable for the advertised role, and how successful candidates are likely to be. 5.      Specialised tailoring Some providers' psychometric assessments can be tailored to meet the employer’s individual needs based on the specific attributes and qualities an employer is looking for in potential candidates. In some cases a consultation can be organised between the employer and the psychometric assessment provider to understand their organisational goals and how these can be achieved through the right balance of talent management. Such a quality will not only increase the relevance of the tests, but also strengthen your hiring choices. With candidate's changing organisations more rapidly today, customisation in the recruitment process can ensure you're hiring longer term staff whom already have the required skills needed, saving you from training up workers to a beneficial level only to have them leave. 6.      More than one application Not only can psychometric tests be used for recruiting, they are also often used for training and retention purposes. These assessments allow you to profile employees, identifying their strengths, weaknesses and work styles. This information can be useful when considering promotions and reorganising work-flow. By reallocating tasks to employees that suit their abilities, you can increase productivity and job satisfaction, leading to a happier and more efficient workplace… and of course, increase revenue! If you’d like to learn more about the benefits of psychometric testing, or are ready to add them to your recruitment tool box, contact the dedicated team of psychology professionals at Psych Press for a confidential discussion about the variety of psychometric assessments they provide. Please call Psych Press on 03 9670 0590 or email info@psychpress.com.au

Why a candidate’s attitude should affect your hiring choices

We've all experienced bad customer service from time to time, whether it was in a clothing store, at your local supermarket, or calling up your utilities retailer to inquire about a bill. A common feeling following bad service is often complete dissatisfaction. This can lead to an effort to avoid the provider in the future, make a complaint and most commonly; share your negative experience with others. This same idea can be applied to the inner workings of all workplace relationships; if attitudes don’t match, your output will suffer. To make sure you proof your hires from possible PR nightmares and losses let alone poor staff relationships, it is important to get accustomed to considering the attitudes when making hiring decisions.

How can different attitudes affect your business?

The attitude of an employee can have both detrimental and advantageous effects on a business as a whole, so before you delve into the hiring pool it is important to consider a few things first. Maintain a positive workplace, whether you’re working as an employee, running your own business, or managing a business for another.

A positive working environment will influence: 

• Satisfaction of employees and clients
• Faster work rates and productivity
• Higher work quality
• Greater employee retention

Those who have a negative attitude towards their work, brand, colleagues or simply display an attitude that does not match the personality required to get the job done in your particular industry are disconnected from the business; they will produce a much lower quality of work and are less likely to remain within the business. High employee turnover is very costly to a business and in this case it is quite preventable.

How can an attitude within the office effect business reputation?

Whilst not all employees will have direct contact with your clients, they will more than likely have an influence over the level of care and satisfaction your clients are going to experience. It is important that an employee shows engagement and concern for the well-being of the business’s clients. A poor attitude is likely to lead to a manifestation of disengagement and disinterest toward the client which will likely have them searching elsewhere for a better and more satisfying service.

What to look out for

So, you know what you want and it’s time for planning the hiring process, what should you be looking out for that influences attitude?

In organisational psychology, attitudes are defined as an individual’s beliefs, feelings and their unique behavioural tendencies towards events, objects, groups or activities. Attitudes are generally made up of feelings an individual experiences, behaviour that is elicited in response to a particular stimuli and the the thought process or knowledge that surrounds a particular stimulus. Most traditional hiring techniques still rely on an interview in an attempt to grasp attitude, however benefits can be found in using assessment first to reduce a large candidate pool then utilising the interview in a general sense way to confirm the findings. This two-pronged approach removes the bias where applicants ‘put on a good face’ in an interview setting. 

When in the interview, find out how much the candidate knows about your business and ask if they’re aware of your business values. Having actively researched this shows they care about the business values they could potentially be representing, be sure to find out why they applied to check if their values have aligned with yours. Then present the candidate with a range of scenarios for them to consider and discuss what they would do. An individual who presents as solution-minded as opposed to problem focused is a much more desirable candidate for your business. Finally, watch their body language, do they appear interested in what you are saying? Are they interested in finding out more by asking you questions?

So, when you are next faced with the hiring process, consider what needs to be discovered in an applicant’s attitude and how it can be reliably measured before jumping to conclusions. This way you save unnecessary stress and ‘bad hire’ factors later on. Happy hiring!

Looking for a hiring assessment partner? 

Since 1994, Psych Press’ psychologists have been enhancing employers’ efforts to hire right the first time and bridge their workplace needs to a reliable means of measurement. Taking assessments and candidate management online, even with virtual interviews to save incredible amounts of time has been their next achievement, where all the benefits have been passed onto recruiters and hiring managers. To learn more about Psych Press’ ideals and processes visit their psychometric screening webpage or call 03 9670 0590 or email at info@psychpress.com.au for a confidential discussion.