Resilience can be defined as ‘an ability to rebound from adversity and overcome difficult circumstances in one’s life’. People working in the care sector often function in an environment that is highly stressful and demanding physically, emotionally as well as mentally.
Resilience can increase through life experience, one’s social network and training, however some people seem to naturally be more equipped to overcome difficult situations.
Which traits are linked with resilience?
There is robust evidence indicating a link between resilience and the Big5 personality traits, the framework on which the Care Advantage assessments are built.
While all 5 traits have been linked to resilience, the three most significant linkages are: Stable (Neuroticism), Extroversion and Conscientiousness.
Across all 5 traits, these links appear logical, for example:
Being able to identify job applicants who are naturally better able to cope when times get tough is a great first step in ensuring your workforce has the required resilience for the job. Add to that specific training and an organisation-wide support network and you're setting your staff up for success in stressful times.
Contact us if you like to learn more about our assessments.
Good Impression bias, or Social Desirability bias, occurs in many different areas of life. It simply refers to an individual giving you answers based on what they think you would like to hear. This can potentially cause a lot of issues in terms of recruitment for the workplace or personality assessments. Good Impression bias is one of the key issues facing the use of questionnaires, such as personality assessments, as it can possibly lead to the results being unreliable.
The Impact on Personality Assessments
It has been acknowledged that any use of questionnaires can lead the results to be skewed. For example, you know that taking drugs is wrong, so you’re not going to admit it to a potential employer. The way around this is to word questions in a well thought out way, avoiding directly asking questions that would normally lead to biases occurring.
The Good Impression Scale of the Care Advantage Personality Assessment studies behaviours that are ‘too good to be true’. If the respondent completing the questionnaire answers too many questions in a way that suggests Good Impression bias is occurring, this system has algorithms in place to identify and correlate these responses on the Good Impressions Scale. This enables you to question how truthful the respondent is being and whether the results will accurately reflect that person. This removes some of the bias from the questionnaire, making it more reliable.
What Does It Mean If A Person Scores Highly on The Good Impressions Scale?
In addition to the fact that alarm bells should be ringing about the truthfulness of the respondent, high Good Impression Scale scores often indicate that the individual has trouble accepting blame, strives to be socially accepted and is socially sensitive. These traits can be very useful in some jobs, but the beauty of this Good Impression Scale is that you are aware of these traits prior to recruiting a person, allowing you to find the best fit for the job. At the very least, identifying these high scores allows you to proceed with caution when making decisions that affect your organisation.
Using the Good Impression Scale of the Care Advantage Personality Assessment puts the reigns back in your hands. It gives you further insight into potential candidates, allowing you to make informed choices for your organisation. The more you know about your candidates, the more you can be sure you’ve found the right fit. By identifying that Good Impression bias has taken place, you are able to use this knowledge to your advantage, allowing you to analyse the situation and make the best hiring decisions.
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Quantity Up but Quality Down
From mid-March, as providers started to build their backup (surge) workforce we have seen a large rise in pre-employment screening for key frontline roles in care, clinical, cleaning and hotel services. Up until the end of March this increase was steadily growing but April has seen a significant jump. This is to be expected given the large number of applicants now on the job market who are responding to advertisements, expressions of interest and specific campaigns being run. Also, as to be expected, providers are reporting a significant increase in applications from people with no sector experience.
Assessment usage (monthly averages) in March was around 30 % up on February and as of the April 27th usage is also significantly up on the March figure. To date in April, Care Advantage users have screened over 12,000 applicants for front line care roles.
We recognise that any observation about candidate quality needs to involve several elements such as experience, qualifications, tenure and work style/personality. Due to our large data sets and the use of relevant job and performance benchmarks, we believe that the Care Advantage results can be used as a legitimate indicator of the quality of the candidate pools.
Looking at March with only the latter part of the month showing an increase in recruitment task combined with an increase in the number of applications with no sector experience. No trends are obvious as yet, however when comparing March results (sample = 5,700 applicants) to our control samples (sample = 28,000 applicants from the 6 months to February 2020) it is clear that the “quality” of candidate pools for March has changed.
Based on these results we rate an applicant as an acceptable candidate if they score above 75% job fit (compared against the benchmark profile for that role) AND are not flagged for elevated risk (Hostility, Conscientiousness, Integrity). Based on these criteria the March pools have slightly fewer acceptable candidates.
We will keep an eye out on the quantity and quality of applicant pools in the weeks to come.
Contact us if you want to learn more about this data or ways to quickly and 'from a distance' screen large applicant pools.