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ADDRESSING SAFETY IN THE HIRING PROCESSUNDERSTANDING PERSONALITY RISK
t. 1.877.SAFE.778 (7233)e. [email protected]
TalentClick Workforce Solutions Inc.Vancouver, BC, Canada
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TABLE OF CONTENTS
• Introduction• Improve your chances with data• What kind of data to use?• Why use data?• Hiring for safety• Personal Action Plan• What is learned?• The next step
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Understand People. Reduce Risk.
INTRODUCTION
“Trying to predict the future is like trying to drive down a country road at night with no lights while looking out the back window”
-- Peter Drucker, Management Guru
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INTRODUCTION
• Most interviewers trust their gut instinct
• Hiring based purely on an interview achieves a 50% success rate
• Success = “Would you hire this person again?”
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IMPROVE YOUR CHANCES WITH DATA
Personality assessments are not a silver bullet that will fix everything. They will, however, cause a huge incremental gain that most companies will embrace.
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• For decades, generic personality assessments have been used for “white-collar” jobs
• A personality report provides hiring managers insight into– Who they are interviewing– How that person is likely to perform– How to train, coach, and manage
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WHAT KIND OF DATA TO USE?
• New trend towards specialized personality assessments
• Designed for front-line workers in “blue-collar” environments where safety is a concern
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WHAT KIND OF DATA TO USE?
• Determine which workers have high-risk personalities
• Personality assessments can reduce incident rates
• Lower incident rates can lead to a direct impact in profitability
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WHY USE DATA?
• Increase chances of successfully hiring top performers
• Prevent harm and increase productivity
• Understand how to deal with different personality types
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WHY USE DATA?
HIRING FOR SAFETY
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There are three (3) practical uses
for personality assessments:
1)• Screening applicants
2)• Interviewing candidates
3)• Onboarding new hires
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HIRING FOR SAFETY
• Help reduce workload of hiring managers
• Eliminate those who would not qualify in later stages
• Safety can also be considered along with skills, experience, and abilities
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SCREENING APPLICANTS
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SCREENING APPLICANTS
The next slide shows a table that provides an illustration of a screening matrix for safety-related competencies.
Technical skills, knowledge, education, and work experience should be added to complete the puzzle.
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SCREENING APPLICANTS
The previous matrix is simply a yardstick; it helps leaders quantifiably measure which candidates possess the soft skills to move along the interview stage.
After all, if you can’t measure it you can’t improve it.
• A data-driven interview should assess self-awareness around safety-related behaviours
• Listen for phrases like:– “I can’t believe I did that”– “I caught myself taking a
shortcut”– “I saw myself doing the same
thing over and over”
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INTERVIEWING CANDIDATES
• Notice the use of the pronoun “I” in the previous examples
• It’s as if a self-aware person is observing themselves through a video camera
• A video camera that plays in real time to show self-errorswww.talentclick.com
INTERVIEWING CANDIDATES
• When one observes their actions, they have more control over intent behind the action
• Recognizing when we are slipping back into old unsafe habits can cause a launchpad for change
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INTERVIEWING CANDIDATES
• Personal injury risk is highest in first three (3) months
• Most companies have new workers learn through formalized safety training
• A one-size-fits-all program ignores learning style, attitudes, and perceptions
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ONBOARDING NEW HIRES
• Progressive organizations encourage workers to complete a Personal Action Plan
• Workers must consider their own Safety Self-Awareness
• They must be aware and take control of their own safety
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ONBOARDING NEW HIRES
• Goal of process is empowering workers to monitor behavior and make safety choices
• Responsibility is shifted from the employer to the employee
• 4 simple steps to create a shift in responsibility
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PERSONAL ACTION PLAN
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How It Works
PERSONAL ACTION PLAN
New worker completes action plan
Worker sets goals and
commits to safer
behaviors
Periodically review plan and identify
gaps between goals and
actual behavior
If an incident occurs, plan is re-visited with
supervisor and re-
evaluated
• Personality assessments provide insight into:
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1)
• How an employee is likely to perform on the job
2)• How managers can
manage that employee
PERSONAL ACTION PLAN
• Many employees have epiphanies when completing the action plan
• Action plan analyzes who they are and what makes them tick
• Team understanding, cohesion, and efficiency is streamlined due to individual knowledge
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WHAT IS LEARNED?
• Arms front-line supervisor with a practical performance-management tool
• Learn how to effectively lead people and increase team cohesion to aid team efficiency
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WHAT IS LEARNED?
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“I look at this like any other tool I provide to the guys: hard hats, vests, gloves. We can’t make every single one of them use this. But enough of them will that it will make a difference”
-- Christian Jostlein, Safety Director
WHAT IS LEARNED?
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THE NEXT STEP
Learn more and register for a free trial of the Safety Self-Awareness System™ today!
Visit http://www.talentclick.com/free-trial/
SAVE TIME, MONEY, AND LIVESREGISTER FOR A FREE TRIAL OF THREE (3) SAFETY SOLUTIONS!
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Visit http://www.talentclick.com/free-trial/ for your free trial of the Safety Self-Awareness System™ today!
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BIBLIOGRAPHY
Slide 3: Smoke, Cool ©Alexander Nie, CC BY-NC-SA 2.0Slide 4: Interview ©Alan Cleaver, CC BY-NC-SA 2.0Slide 7: Construction-Accidents-Boston-MA-2 ©Robert Noa, CC BY-NC-SA 2.0Slide 8: Old Hospital Sign (Waupun, WI) ©Andrew T, CC BY-NC-SA 2.0Slide 9: 85446747 ©Surrey County Council News, CC BY-NC-SA 2.0Slide 12: Talking on the Phone / Home Office ©Daniel Foster, CC BY-NC-SA 2.0Slide 17: New Generation ©Michele, CC BY-NC-SA 2.0Slide 18: Nasa Launch Pad Space Shuttle Discovery Rocket ©Fred Seibert, CC BY-NC-SA 2.0Slide 19: Unsafe Conditions ©Kurt Bauschardt, CC BY-NC-SA 2.0Slide 20: Scaffolding ©Rob Kints (Robk1964), CC BY-NC-SA 2.0Slide 21: * ©Chris Spira, CC BY-NC-SA 2.0Slide 25: USACE Engineers Conduct Site Visit ©U.S. Army Corps of Engineers, CC BY-NC-SA 2.0Slide 26: Under Construction ©Arjun Purkayastha, CC BY-NC-SA 2.0
