These are a few slides from my presentation on how to utilize a personality trait assessment to enhance the talent selection and development process in any organization. The right talent plus the right development drives employee engagement and results.

1. Using Personality Trait Assessments for Hiring & Developing Talent QUEST Rochester’s HR NetworkApril 20, 2011 Tina Smagala 610 Main Street | Suite 100 | Buffalo NY 14202 | www.rvrhodes.com Tsmagala@rvrhodes.com Buffalo Office: (716) 845-5548 | Rochester Office: (585) 721-6538 1

2. Employee Engagement “Engagement means a deep connection between who the person is and what the person does. Engaged employees do not do their jobs because they are paid or because it's their responsibility - even though, of course, we all must make a living and we all have responsibilities. Instead, engaged individuals work because they breathe. They do their jobs because that is who they are. And because their personal and professional personas are deeply and closely tied, their jobs do become personal.” Cristina Wildermuth, Ed.D., SPHR Assistant Professor at the School of Education Drake University 2

3. 3 2011 Top HR Concerns Cristina Wildermuth, Ed.D., SPHR March 20, 2011 Survey via Linked: HR What are your top 2011 concerns? 642 HR professionals participated the survey. http://www.linkedhr.net/content/what-are-your-top-concerns-2011

4. 4 What You See Is Not What You Get Performance Behaviors Experience Cognitive Ability Emotional Intelligence Values & Beliefs Personality Infrastructure

5. 5 Our Favorite Assessments 360 Degree Surveys Performance DiSC® Behaviors Behavior-Based Interviews & Reference Checks Past Experiences Cognitive Ability Watson Glaser Critical Thinking Appraisal® Emotional Intelligence Emotional Competency Inventory® & 360 Degree Surveys Values & Beliefs StrengthsFinder 2.0® Personality Infrastructure Workplace Big Five Profile 4.0®

6. 6 Validity in Predicting Job Performance Source: CareerXact (2004)

7. Job Fit Analysis 7

8. Hiring the Right Talent Assess business needs. Profile what you expect the person to do and how you expect him or her to be. Use the right recruiting sources, interview, reference check process, and job-fit analysis. Hire the right person for the job. Assess Design Build Install

9. 9 Design Job Profile

10. Workplace Big Five Profile 4.0 Personality Trait Assessment Created in 2001 by Centacs Most valid and reliable personality assessment * 5-Factor Model of Personality 5 Primary Traits & 23 Secondary Traits 54 Workplace Competencies 10-15 min. online assessment 107 questions likert scale response from strongly agree to strongly disagree Applications Competency Development Talent Selection Succession Planning Leadership Development Team Building 1:1 Coaching 10 *Center for Creative Leadership now endorses and uses WB5P instead of MBTI

11. 11 Workplace Big Five Profile 4.0 N E O A C Need for Stability Extraversion Originality Accommodation Consolidation Worry Intensity Interpre- tation Rebound Time Warmth Sociability Activity Mode Taking Charge Trust of Others Tact Imagination Complexity Change Scope Others’ Needs Agreement Humility Reserve Perfectionism Organization Drive Concentration Methodicalness

12. Comparing WB5P & MBTI 12

14. Determines whether or not you are utilizing your strengths at work

15. Enhances team effectiveness

16. Enhances leadership effectiveness

17. Enables targeted development – invest your training budget wisely

18. Create a talent development framework based on competency model

19. Helps you hire the right person for the job

20. Helps you fill your talent pipeline with the right people

22. Develop & Support Opportunities

24. _________ % lower turnover

25. _________ % higher profitability

27. Top performing teams have strengths in four distinct areas: executing, influencing, relationship building, strategic thinking.73 14.9 8.9 32 12.5

28. 70/20/10 Development 16 Developed by Morgan McCall, Robert Eichinger & Michael Lombardo from Center for Creative Leadership in the 1980’s