Can You Calculate ROI for Personality Assessments?

Most good business decisions have an associated return on investment (ROI). If you purchase a piece of equipment that increases output by 50% with the same labor, then the ROI calculation seems simple. An investment in marketing that drives a 20% increase in new customers is similarly easy. But what about initiatives tied to personality assessments? How do we transition from framing personality assessment as part of the “soft” and “fuzzy” world of HR and OD into the concrete, bottom-line world of finance and real ROI? If your organization is contemplating making an investment in the use of personality assessments,…

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Why Personality Assessments Succeed or Fail

It seems like everyone is either talking about or already using personality assessments. Emerging demographic shifts and the accompanying tight labor market mean that personality assessments have shifted from the rare “nice to have” to a common and critical tool for finding, retaining, and developing the right talent. This shift marks the use of personality assessments as something substantially more than a recent uptick, instead approaching what futurist and best-selling author Daniel Burrus defines as a hard trend or “future certainty”. But while the adoption of personality assessments might be inevitable, the successful application of personality assessments is less certain….

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How Much Do Personality Assessments Cost?

If you are serious about investing in your people, you know that uncovering what makes them tick will have a direct, positive impact on their workplace interactions, their professional development, and their satisfaction. Enhancements in these areas can lead to long-lasting improvements in the recruitment and retention of key personnel. Personality assessments provide the most efficient and effective path for understanding personality at work, but once you start looking at the various options in the marketplace, you’ll quickly see a big variance between the different offerings. To clear up any confusion, we’ve outlined the various alternatives, their associated cost ranges,…

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Why Your Job Post Attracts or Repels the Best Candidates

When it feels as though finding qualified applicants is harder than finding a needle in a haystack, it’s easy to feel like hiring any one candidate with a pulse might be better than hiring no one at all. But the difference between recruiting success and failure often comes down to just a handful of overlooked gaps. Many of the Best Candidates Are Not Looking The candidates that you want to attract already know that they are highly sought. In most cases, their current employer would hate to see them leave. Indeed, many of the best candidates are not even currently…

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The Secret to Overcoming Three Common Pitfalls in Organizational Development

Top performing organizations invest many hours, dollars, and resources on organizational development, employee engagement, and retention initiatives. Yet many leaders are now sharing stories of The Great Resignation. Recruitment, retention, and development of top talent has become critically important, and at the same time, increasingly challenging. With such tremendous investments in human capital and employee development initiatives, it’s a shame to see so many of these initiatives fail to deliver their intended results. First Pitfall – Lack of Defined Results All development initiatives start with good intentions and genuine urgency. We’ve all seen the statistics and the impact of the…

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Why a Great Leader in One Organization Might Not Be a Great Leader in Another

People often ask us, “How can someone exhibit such stellar leadership qualities at one organization but then miss the mark at the next?” We often expect effective leadership qualities to transfer, independent of the environment. We teach leaders and aspiring leaders to do things a certain way; to “be” certain behaviors. We chase the leadership model of the month. Kurt Lewin, the father of social psychology, famously said, “Behavior is a function of a person in their environment.” He posited what personality research now confirms: our behaviors relate both to ingrained personality and our ability to adapt behaviors intentionally and…

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Why Your Interview Process Might Be Broken

Finding the right employees is critical to the success of any organization, but interview processes typically lack the clear set of operating practices that provide stability, clarity, and objective measurement. Unless organizations clearly identify the employee characteristics needed to succeed, the hiring process will become time-consuming, frustrating, and risky. In the end, hiring the wrong person can lead to conflict and delays that end up costing you time and money. Make sure your organization is set up for hiring success by using the process we’ve outlined below. Before The Interview Process Begins Internal discussions that generate a clear vision for…

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Let’s Talk Leadership Livestream #29

Our colleagues at Let’s Talk Leadership invited Pardigm’s CEO Lisa Dunbar to a global and thought provoking conversation about the unique development and selection opportunities they find using the WorkPlace Big Five Profile™ with their partner organizations. The group discusses how they use the power of WorkPlace to help bring out the unique superpowers of leaders, teams, and individuals. Special thanks, Tim Hill, Katie Dardagan, Matthew Hunter, and Brit van Ooijen, PhD.

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“THE POWER OF POSITIVITY RESONANCE” A Leadership Conversation w/ Lisa Dunbar and Gair Maxwell

View this How Can Small Business Forge Ahead in Unpredictable Times? One of the best ways is to join us for these Monday-to-Friday gatherings; unscripted, unedited conversations with business leaders who are going through many of the same things you are. Lisa Dunbar has been studying human behavior for decades and is acutely aware of how our moods are now affecting each other. Watch and discover the science that explains why we all possess the power to positively influence people we care about with our on-camera demeanor and create healthier work cultures and on-line communities. p.s … Each person we…

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Paradigm Personality Labs: Who We Are

Paradigm Personality Labs: Who We Are Changing our name from CentACS to Paradigm Personality Labs seems like a great time to remind you who we are as a company, and as a global network of WorkPlace Big Five Profile™ and SchoolPlace Big Five Profile™ certified consultants. The Paradigm Team Paradigm is built upon decades of personality research and consulting experience. Our founders, Jane and Pierce Howard, pioneered the use of the Big Five model in business and organizational settings. We leverage this knowledge to help individuals and groups align their personalities at work and at school. We never stop evolving….

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