Businesses need to manage their personal risk, whether anticipated or not, in a way that shows to legislators and stakeholders that they are providing, selecting, developing and improving the quality of staff. The Personality Testing approach provides justification to this end.
Hogan can also be used as a means of showing to insurance companies that your business is serious about addressing risk management by selecting, developing and improving or removing staff to show they are minimising their risk exposure, addressing problematic behaviour and mitigating against legal attacks by demonstrating quantitative, comparative data over time with a candidate’s goals or action plans for improvement.
Personality profiling can save a business time and money by strategically selecting and developing candidate profiles into high quality performers for specific occupational roles, job promotion, succession planning and top performing teams to suit the organisation’s values and culture fit.
In particular, leadership, coaching and safety aspects can be emphasised to avoid personality clashes in the workplace, using the same data to generate multiple reports for business purposes.
It should not be seen as a burdensome process, but one that can produce very useful information about the business environment and personality of staff in predicting job performance success.
Businesses would receive the maximum amount of benefit from orientating staff towards their strengths and values, developing and ensuring staff will fit in with your style of business culture whilst giving them the opportunity to fulfil their potential.
Outcomes can also include:
- staff awareness on their roles and where to excel
- staff knowing to whom they fit best
- how they behave, react or approach other workers
- what are their strengths and weaknesses
- unconscious biases that may occur under stress
- what it is that they value
- if they fit with the organisation or job role they are currently in
- what they need to start, stop or keep doing in their current job
- how they are compared to others