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INTEGRATED & SIMPLE:  

PSYCHOMETRIC ,SKILLS ,VIDEO INTERVIEW ASSESSMENT   

Introducing new ideas detecting who is going to cause problems ! 

David Barrett MSc Occ PsychManaging DirectorE-Mail:             david.barrett@cut-e.com

The Bottom Line: Retention & Performance

More Green & Less Red & Some Yellow

Strong Performer – But Leaves At Approx 2 yrs or earlier

Strong Performer & Stays 2yrs +

Weaker performer and leaves or stays at any time

OK performer and stays 2yrs +

Length Of Tenure

Per

form

ance

Who are Cut-e Talent Solutions

Professional talent process and legal advisory services on screening and assessment

Assessment platform with tools 38 Asian & European & Arabic languages

Over 12 Million Candidates Per Annum Assessed

Fully integrated with all ATS providers – Taleo / Lumesse / Successfactors / WCN / Advorto / AMRIS

Full time consulting teams in 25 countries with UK offices in Old Street London

200 staff world wide – combination of Psychology , Technology , Talent & Recruitment Specialists

Integrated Screening & Assessment Solutions

Online psychometric & competency assessment systems

Full suite of technical knowledge tests MS Office / IT / Call Centre / Aviation / Accounting / Health

Online automated video interviewing systems

Some Clients……

Online Tools

Expanding the Online Toolbox

Online Candidate

Management System

cut-e

Assessment

Hub

• Ability tests• Personality questionnaires• Situational Judgement Questionnaires

• Skills / Language Tests

•Video Interview

Custom Reports

Custom Interview Guides

Now for a little game – make a note of which shape you think reflects your

personality

What does triangle mean?

• If you picked the triangle

• Incisive• Sharp• Thrusting leader

What does square mean ?

• If you picked the Square

• Solid• Robust• Trustworthy• Responsible

What does hexagon mean ?

• If you picked the hexagon

• Multitasker• Enjoys variety• Creative

What does a circle mean ?

• If you picked the circle

• Highly Deviant

• Propensity for car jacking

• Likely addicted to watching TOWIE and Geordie Shore simultaneously

Startfolie

squaresdetecting who is going to cause problems

 

The challenge

Organisations “select in’” for the traits they think will help an employee be a success, rather than “selecting out” for what is going to cause problems. *

Employers under rate the dark side of bright side traits and the bright side of dark side traits. *

* Furnham, A., Hyde, G., & Trickey, G. (2013). Do your Dark Side Traits Fit? Dysfunctional Personalities in Different Work Sectors Applied Psychology DOI: 10.1111/apps.12002

Trustworthy?

surface – trustworthyappearance has no criterion validity

Trustworthiness• Trustworthiness is one of the most important variables for social and economic

interactions

• People intuitively assess others trustworthiness because of the threat of counterproductive behaviour.

• Examples of counterproductive work behaviour:– withdrawal, absenteeism, job turnover– sabotage, misuse of information– theft of property, destruction of property– deception, corruption– unsafe behaviour, substance use, accidents– abuse against others– misuse of time and resourcesIt does not include the inability to successfully complete a task.“Never attribute to malice that which can be adequately explained by stupidity.”

• Intuitive assessment of trustworthiness is extremely faulty.

Traditional integrity tests?

Traditional integrity test:

have strange items: Have you ever committed a crime ? Are you currently planning mayhem?“

CV-based analysis do not consider circumstances.

stigmatise test-takers, since they do not include potential developments of test-takers and therefore deny e.g. social rehabilitation.

have no underlying theory of integrity or trustworthiness. Just post-hoc explanations, no construct validity.

The origin of trustworthiness

High trustworthy = low likelihood of counterproductive behaviour

Low trustworthy = high likelihood of counterproductive behaviour

The cause of counterproductive behaviour determines trustworthiness

Why do people behave counterproductive?(Zimbardo: How do good people turn evil?)

Powerful experimental evidence

Milgram experiment Stanford prison experiment

Situation matters! Everybody will do almost everything if put in the “right” situation. (including all sorts of temptations and forces)

*Zimbardo, Philip (2007). The Lucifer Effect. New York: The Random House.

Critical aspects of situations (influences) that bring forward counterproductive behaviour*:

Distraction

Ambiguity

Boredom

Indifference

Opportunism

Superficiality

In identical situations, people will differ in the likelihood of behaving counterproductive depending on their attributes to resist the influences.

Susceptibility for critical aspects of situations

Attributes that determine susceptibility

Influence / Critical Aspect of Situation

Squares - Attribute Factor

Distractiondisciplined able to resist temptation well; is hardworking; not easily distracted.

Impulse ControlAmbiguityconscientious punctual, well organized; knows the rules and adheres to them.

Boredomcautious has a good sense for risks; acts very carefully; will not get bored easily.

Indifferenceempathetic kind and gentle person; can see

others' perspectives; cooperates well.

Ethical AwarenessOpportunismhonest open and honest; sticks to what has been promised.

Superficialityreflective thinks things through; considers impact on others.

scales correspond with critical aspect of situation.High levels = low susceptibility regarding critical aspect of situation

10 minutes – 36 items

squares – validity – Credit Suisse Investment bank & Management Risk Interview – Hi

Correlation Self-Rating Interviewer Rating On Candidate Risk

disciplined ,67** ,77**

conscientious ,58** ,73**

cautious ,40* ,39*

empathetic ,56** ,58**

honest ,42* ,37*

reflective ,36* ,49**

Impulse control ,58** ,68**

Ethical awareness ,51** ,62**

trustworthy ,57** ,69**

Risky jobs

Some Jobs People Make Risky !

Squares – application areas

• Pre-Employment ScreeningThe probability of counterproductive work behaviour from the people screened can be dramatically reduced

using pre-employment screening with squares. Positive selection effects can be achieved using squares, in particular for jobs where security and risk management are very important (e.g. security personnel, police and also personnel in the finance sector).

• On-the-job DevelopmentAll aspects that presuppose the probability of counterproductive work behaviour appearing can be positively

influenced by training. Staff productivity can be significantly increased by highlighting their positive aspects and addressing their critical aspects based on the results of squares.

• Management ToolThe squares tool can be used conveniently for teams, departments or entire companies to identify critical

aspects within the group. This information can be used ideally as the basis for corporate development processes.