Key Points: Selection tools are quite different in their ability to predict performance than previously thought. Some less, some more. Overall (rather than contextualized) personality measures and years of job experience, are not meaningful predictors of performance. Structured Interviews, Job Knowledge, Biodata, Work Samples, Cognitive Ability and Integrity Tests are useful assessment methods and criteria.
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Key Points: The belief that highly intelligent people lack social skills is a common stereotype, but recent research suggests it is more likely a myth than an informative stereotype. Findings suggest that smarter people tend to be better at accurately interpreting and responding to the social and emotional cues of others. By using objective data,
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Key Points: Mindfulness is positively correlated with many highly sought health and wellness indicators. Mindfulness is similarly correlated with highly sought and highly effective leadership styles like transformational leadership, authentic leadership, and with specific leader behaviours like less leader abuse. Organizations would do well to implement demonstrably effective evidence-based mindfulness training as it’s both cost
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Key Points: Scientists have been studying personality at work for a century and they’ve created some fantastic measures of personality like the Big Five and the HEXACO. A recent meta-analysis examined which assessment was better at predicting deviant work behaviour, the newer HEXACO model or the much more established Big Five model. They found that
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