Raise the Bar and Hire the Best Talent: Infuse Your TA Strategies with I/O Psychology

Interviewing, metrics, branding, and internal mobility. Every talent acquisition leader knows these are important factors in an over-all TA strategy. How do each of these change when an I/O Psychologist participates in their strategy?

I recently had the pleasure of speaking with Dr. Mia Mulrennan, the founder of Rave-Worthy, LLC about how being mindful of candidate and employee emotional characteristics can not only help you increase quality hires, but also positively affect the employee lifecycle. It’s different than “hiring with your gut”, as we’ve all been cautioned not to do. In fact, Dr. Mulrennan cautions that using interviews as the primary source of candidate assessment is “lame”. She says that it’s biased in nature. Even if the interviewer is confident they are being completely un-biased, its human nature to connect with someone that shows qualities that remind you of yourself.  I immediately flashed back to a hire that I was involved with in a previous life (that ended up as less than stellar) and realized that part of me identified with her (I learned a lot from that hire) I didn’t realize it at the time, but if I knew then what I know now after speaking with Dr. Mulrennan…..

That all being said, supplemental assessment tools should be used in addition to interviewing in the hiring process of course, but what about measuring a person’s optimism or the likelihood of being a positive corporate citizen and a shining star for your brand? Measuring these qualities in an individual not only helps you hire top talent, but adds positivity to your talent brand,  and in the long-run can help protect your company when that talent eventually leaves your company.

Ideally your employees stay with you for the long-run, remaining productive and contribute in only positive ways until retirement. However, there are times when an employee isn’t performing at the level they need to, or there are external factors at play, and the decision to move them, or let them go has to be made. If that employee has been screened at the time of hire for optimism, among other qualities, and rated high, it is more likely that when they leave they will do so with grace and will not negatively affect your talent brand. In other words, they are less likely to write a blog or hit the social airways blasting your company to your current and potential employees.

At our 2015 Strategic Recruiting Summit Dr. Mia Mulrennan will present a three hour workshop to open the event and discuss how you can breathe fresh air into talent assessment, measurement, your talent and leadership brand, and internal mobility practices by infusing I/O psychology into your talent acquisition strategy.

If you’d like to learn more about the event, please email me at amanda@the-tma.org

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