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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Our Care Advantage usage are seeing a significant increase in job applicants due to these extraordinary COVID-19 times. Although many of these people come from non-care sector backgrounds lacking relevant skills or experience, these skills can often be taught on the job as long as the person has the right personality and attitude to work.
Smart Sort is Smart and Fast!
We have developed the Smart Sort tool to quickly identify which applicants in the pool have a strong job fit (as compared to a benchmark of high-performers in the same role) and have an acceptable behavioural risk profile to work (e.g no hostility or integrity risk).
Smart Sort takes the pool of applicants and quickly sorts and ranks them based on their assessment results. From here the recruiter can adjust the search parameters or use the proximity search, highlighting people who live within a certain distance to the job.
The result is a long list of "best-match" applicants to follow up with initially. Saving the recruiters heaps of valuable time, so they can focus on getting the right workforce for these challenging times.
See for yourself
Contact us if you'd like to see Smart Sort in action via our fast-track demo option (obligation and cost free!). See why such a large number of providers are relying on the information from the Care Advantage assessments to enhance hiring decisions and workforce performance.
Emotional intelligence is defined as the ability to monitor one's own and other people's emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behaviour. It comes down to four abilities: perceiving, using, understanding and managing emotions. It is clear that being proficient in these abilities is highly sought after in people working in care roles, but how can you spot people high in emotional intelligence?
Different models of Emotional Intelligence
Emotional Intelligence has been the topic of research for many years resulting in different models, such as: The Ability Model, the Mixed Model and the Trait Model. This last model is the focus of this post as it is measured by self-report and linked to the Big 5 Model, which is the basis of our Personality assessment.
Trait Emotional Intelligence
Trait Emotional Intelligence (Trait EI) refers to a person's self-perception of their emotional abilities. Emotional self-efficacy. It has been linked to outcomes in clinical, educational and organisational settings. For example, high trait EI pupils tend to have fewer unauthorised absences and are less likely to have been expelled from school due to rule violations, compared to their low trait EI peers. Trait EI also influences children’s peer relations at school and decreases the likelihood of aggressive and delinquent behaviour. Furthermore, high trait EI facilitated prosocial behavior and prevented antisocial behavior in primary-aged children and similar results have been obtained in samples from different countries and age groups.
Trait EI in the Workplace
Trait EI predicts important outcomes in the workplace. Perhaps the most robust evidence comes from meta-analyses confirming its strong positive effects on job performance. Specifically, high trait EI was associated with lower levels of stress and higher levels of perceived job control, satisfaction, and commitment. It has also been linked to a higher level of commitment to the employer.
Linking Trait EI to the Big 5
So is it possible to use the insights from the Care Advantage Personality Assessment to find out if a person has high Trait EI? It possibly is! Research has shown that there are strong correlations between certain traits of the Big 5 and Trait EI. Specifically Neuroticism (in our assessment "Stable"), followed by Extroversion and Conscientiousness, as well as Agreeableness (Tough Minded) and Openness (Conventional). Being aware of these links can help gain even more insight into your candidates, not only about their 5 personality traits, their team orientation, but also their trait Emotional Intelligence.
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With thanks to the following sources:
Wikipedia | Theory and Applications of Trait Emotional Intelligence | Relationships between trait emotional intelligence and the Big Five | The Relationship between Trait Emotional Intelligence and Personality