A personality profile of a new hire enables us to make customized recommendations for their onboarding. Find out how it works below.
Thousands of studies have shown that five broad personality traits distinguish people from each other regarding how they think, feel, and act. Our candidate profiles are based on this OCEAN model of personality (also known as the Big Five or Five-Factor Model). It is widely used across a variety of work settings and is the most valid personality model.
Let's look at what each of the traits means:
The extensive research on the Big Five allows HiPeople to use pre-hire data for post-hire applications. For example, research has been conducted on what tasks allow a new hire to shine or what to consider during a newcomer's integration into the team. Insights from those theories can be used as a valuable resource for onboarding. You can find more information about how HiPeople uses the profile to generate recommendations here.
To calculate trait scores, we look for signals across all feedback a candidate gets. Let's take a look at two examples to illustrate how this works for the Extraversion trait:
In the work style module, feedback givers select adjectives from a list. The goal is to pick adjectives that describe the person of interest best. According to the definition of extraversion, two of the ten adjectives are especially relevant to extraversion. The two are 'Positive' and 'Leading'. Accordingly, each feedback giver can assign 0 (neither of the two answers), 1 (one of the two answers), or 2 (both answers) points for the extraversion of the person.
In the working with others module, feedback givers compare two statements; "avoids being the center of attention" and "does most of the talking". Highly extraverted people tend to be very talkative, so the best way to describe them is "does most of the talking". Given this information, we can give 5 out of 5 points to feedback givers who choose the leftmost option.
We could now repeat the process for the other questions. This way, we will know how many extraversion signals were given to us by the feedback giver. Now, the system benchmarks the results against every answer we've seen to every question. Our goal here is to discover how strong the feedback giver's extraversion signal is compared to others. Eventually, the system aggregates feedback signals again, benchmarks them against all candidates, and et voilà: you get the personality profile and personalized tips!
https://www.youtube.com/watch?v=qYvXk_bqlBk&t=6s
Connelly, B. S., & Ones, D. S. (2010). An other perspective on personality: Meta-analytic integration of observers’ accuracy and predictive validity. Psychological Bulletin, 136(6), 1092–1122. https://doi.org/10.1037/a0021212