The Top Five Most Influential Thought Leaders in Organisational Psychology

imageThe field of organisational psychology and talent assessment has seen some major changes over the last few years. The old saying goes that new discoveries are made by standing upon the shoulders of giants, and this is certainly true in the field of talent assessment. In light of this, I’ve compiled a list of today’s giants upon whose shoulders future discoveries will stand:

  • Maya Shankar: Maya has a PhD in behavioural science from Oxford University and she certainly uses it in her role as the Senior White House Policy Advisor. She has a continuing influence on increasing performance and efficiency throughout the U.S. Government via the implementation of behavioural science within governmental departments. Having lived in the States for eight years, the social and organisational policy there is very close to my heart, and it’s amazing to see someone so passionate about making a positive change.
  • Jeffrey Stanton: As a professor of information systems at Syracuse University, Dr. Stanton is a leader in the technological side of human resources. Much of his research is on the relationship between organisational behaviour and technology, and the increasingly integrated role that technology will play in the future.
  • Stanley Silverman: An expert on the serious negative effects that arrogant bosses can have on the workplace, Dr. Silverman developed a ‘workplace  arrogance scale’ for measuring managers. Given how damaging these managers can be to workplace morale, I commend him for attempting to combat and prevent this huge problem at the source.
  • Anita Woolley: The concept of ‘collective intelligence’ is one of the most exciting new developments in the field of human resources. Unless an employee is a professional hermit, they’re probably going to be working in a group, and we’re increasingly seeing that the ability of a team to work together is just as important as the intelligence of its individual members. Both colloquial knowledge and a growing body of research is increasingly demonstrating that organisational fit is a critical factor in determining workplace success, and I believe our own assessment tools at Talegent can be invaluable in this process.
  • Nancy Tippens: Okay, I admit this choice may be a little bit biased as Dr. Tippens works in the same field as I do. She helps companies develop their leadership strategies, reduce hiring mistakes and select high-performance employees. If you have read any of my writing before you’ll know that I think hiring the right employees the first time is possibly the most important factor in running a successful business. After all, you’re only as good as your weakest link.

So there you have it, a crash course on some of the most influential people of 2014. Of course, this list is nowhere near exhaustive and there are many other names who I had to remove so this list didn’t become a short novel. I urge you to check out this article for a comprehensive who’s who of talent assessment and its related fields.

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Four game-changing trends in graduate recruitment

Recruitment_0Talegent recently hosted our Embracing a Hire Reality graduate event, and it was an amazing showcase of some of the biggest upcoming technologies in the graduate recruitment space. In case you missed it, I have picked out four of the key trends that appeared from the event:

  • A paradigm shift is coming: Okay, so this probably appears in almost everything written about HR, but it can’t be stressed enough that the graduate recruitment space as we know it is about to change. Mostly, this is thanks to the new technology which is about to be launched. The HR space has already seen massive changes because of the computer revolution, but this was only the beginning.
  • Have you got the right FIT for grad recruitment? One of Talegent’s own developments in the recruitment space has been the creation of full immersion testing, or FIT for short. In brief, FIT is an innovative new testing technology that presents candidates with video-based scenarios and asks the candidate to select the best response to the situation. When compared to cognitive testing and personality questionnaires, situational judgement tests provide and engaging, realistic job preview while measuring many of the same personality characteristics and abilities.
  • What do you value in grads? One of the biggest findings from the event was the most desired characteristics of top graduates. We worked with organisations across the globe to identify what the most desirable characteristics in graduates were. So what were the top 3? drive and motivation, people skills, and written communication. Even better, FIT is able to measure and identify these characteristics in graduates.
  • Augmented reality: Jonathan Keyse of One Fat Sheep spoke about the massive application that augmented reality is going to have in the HR space over the next few years. While FIT could be considered the first steps on the road to an augmented workplace, over the next few years we’ll likely see widespread adoption of these technologies with some very exciting results.

Hopefully this was a good taste of some of the sweeping changes that are about to affect the graduate recruitment industry. If you would like to get find out about these technologies straight from the source you check out our website.