As I have mentioned in a previous post, we are an empathic race. We react to the emotions of people around us and mirror those emotions ourselves. This is something that must be considered when you are in a working environment. They say that familiarity breeds contempt, but more accurately contempt breeds contempt.
When building a team of people you have to consider a number of factors. Firstly, you have to look at the skill sets that you are putting together to make sure there are no holes in the talent pool that you have. But a lot of people when building a team don’t seem to spend a lot of time looking at the emotional make up of the people they are putting together. Ever since the early 90s a lot of stock has been put into psychometric testing. Personally, I not only think these tests are flawed but can be manipulated and wildly inaccurate. The same can be said in a way for assessment tests.
Scientists will often say that lab experiments have a built-in flaw. But putting things into controlled settings you are removing an element of chance or chaos. The unexpected. I would say the same of the assessments that some staff are put through as part of the interview process. You have been made aware that an assessment is part of the process. You have had an opportunity to prepare, there is nothing really unexpected about it.
Psychometrics will tell you a little about someone’s character as long as they don’t know how to fool the tests, and assessments will give you an idea of someone’s reasoning abilities, but what about when things suddenly change?
Sudden onset of a stressful situation can change the dynamic and really turn the tables on the team. Someone who tests well could become a complete liability. Logical thinkers can not always take that leap of faith and think on the ball and come up with an inspirational solution. Logical thinkers test well because there is a process to follow from start to finish. Activists, or kinetic thinkers, get bored by the hum-drum. When situations are controlled and planned, they can get bored and can become easily distracted, looking for the next challenge. These are the people who don’t tend to test well, but when you put them on the spot in a tense situation they shine.
What does this have to do with infection emotions? If you get someone inclined to panic, you could end up in a situation. Panic is a strong emotional response and falls under the Fear family of emotions. In many cases it can overwhelm the calm. Fear is demonstrated on our faces to warn people that something is happening they need to be aware of. The signal needs to be passed on so that the whole community can be aware of the risk.
A good team should have elements of both logical and kinetic thinkers and the responsibilities of each team member should match their skills.
We are very set in our ways when it comes to recruitment. There are ways that things are done, because that is the way they have always been done. Almost like sheep everyone does the same thing without looking at different ways of doing things.
I am a firm believer that attitude is far more important than any already pre-existing skills in a new recruit. Passion and attitude is far more difficult to create. Aptitude and skills can be trained and learned.
So if someone doesn’t hit your target score on your assessment for working out percentages and synonyms. If they have passion, drive, enthusiasm and an over all belief in your company and what it stands for; give them a chance, a job and buy them a calculator and a dictionary. If someone truly believes in the company they are working for, they will work to overcome the issues of skill themselves.
The way that our financial climate is at the moment I believe that some companies need to look at the way they recruit. There is a huge pool of untapped talent out there that is getting overlooked because they failed to score well on a test.