The next resolution tackles getting around your preconceived norms—by getting beyond first date best behaviors when interviewing candidates.
FACT #5: Interviewing & assessing executive candidates in 2020 got a whole lot more difficult when forced to do so remotely
For many, it felt like 2 out of 3 legs of the interviewing stool got cut off, leaving the interviewer precariously teetering on one spindle, off balance and unable to trust what they were seeing through a video camera on the other side of the now virtual interview table. How is the interviewer to get beyond “first date best behavior” and more clearly see how a candidate might behave a week, month or even a year into their new role? As if it isn’t hard enough to assess for this in the physical , companies and hiring authorities in 2020 were forced to do virtually all of their interviewing by video, replacing physical with digital, replacing 3 dimensions with 1. And—since our 5 senses were now reduced to 2— the question arose around how to bridge over that loss, and if/what tools could be used to replace?
Resolution #5: Find, test & deploy a psychometric assessment instrument to help identify personality “derailers” that may exist within a candidate’s behavioral profile.
What is a psychometric assessment?
Based on the “5 Factor Model” and accompanying body of more than 50 years of data & research, Talent Sequencing’s Team Fit Analysis— http://talentsequencing.com/talent-sequencing-toolbox/team-fit-analysis/ — is the best tool we’ve been able to create, and is also administered & interpreted by a credentialed PhD psychologist to ensure executive candidates aren’t trying to “game the system.” For more on the history and development of the Big 5, see (https://en.wikipedia.org/wiki/Big_Five_personality_traits).