Workplace Shell
Identify abnormal behavior before renting it – Compulsive Liars are compatible
An interesting situation is not unusual, but arises from this week. A new client called us to ask whether the assessment was used in the recent selection process for his company may decide whether the candidate was a liar. "No," answered. "Why do you ask?"
The story has done something like that – this month a company reduced its list of candidates to three serious candidates for their role in customer service. Each candidate was evaluated with the portrait of Rembrandt. This assessment is an ideal tool for identify problems and personality attributes that the conduct customer service training.
Two candidates were many "red flags" that led us to advise the customer on the display of these stars. He still was an excellent "fit" to a customer service role and subsequently met and contracted.
Almost immediately, when he took office, he began to take time off. The reasons are very convincing and based on family issues. By the Incidentally, his profile has scored very high on all attributes of sale. They are used to great effect.
In the first month, and I have had three leaves of absence. To remove it, it prompts a story drummed his mother was terminally ill in Christchurch and she had to catch a plane immediately to be by her side.
Its director became suspicious. This was confirmed the next day when employees manager slapped Newmarket races. The pressure to "Come Clean" has led to his resignation without explanation. Needless to say, the director has been a shock. How did all this?
A psychometric profile, designed to evaluate good work "can not identify compulsive liars, or other personality disorders clinics. Psychopaths are a good example. An evaluation selection of these individuals develop a brilliant report of a person who is empathetic, assertive and outgoing personality with a very persuasive.
Other is that people often these sorts of questions are masters at managing their sense of self. They are very good at pretending to be someone they are not, or think they are very specific all employees have a totally different picture.
As a personality psychologist Robert Hogan said: "It's the difference between reputation and identity." The identity is that I believe you and the reputation of others is the way you see. But we leave that for another article!
All assessments personality workplace have "triggers" to highlight fraud or placement in a way that is very difficult to manage the evaluation. However, some People always try to cheat the system. That's why I always say the assessments are good for showing the flag "Red", but not always perfect to identify the "stars." The reason? A job seeker is not going to fake bad (although I found it!).
So what is the answer to identify abnormal behavior or unusual work can not be assessed using a validated assessment of the selection? Make sure you check out behaviors candidate's past work with the reference and background check process. reflects past performance future behavior. You can bet that, over the compulsive lying employee would have been exposed in their previous work experience. Our client does not check references!
To summarize, while personality traits normal will highlight potential problems in specific work roles, does not explain the abnormal behavior that will leave that task to the psychiatrists. increase, however, a reference to the conscience and the background check process is likely these issues.
Not only is based on the reference that the applicant has given and these people are usually friends at work, or group of companies. Request permission to consult with other key players in his position. In this way, you are likely get a more valid behavior of their candidate.
About the Author
Rob McKay MA(Hons) is an Industrial/Organisational Psychologist and Director of AssessSystems Aust/NZ Ltd. He specialises in employee assessment for selection and development and has over 30 years of practical hands on business experience. He can be contacted on +64 9 414 6030 rob@assess.co.nz – For general information go to www.assess.co.nz – To download recruitment kits go to www.HelpMeHireRight.com – For weekly delivery of article like the above subscribe now at – www.assessnewsletter.com
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