How to use psychology to spot potential
31 August 2012
The job is profiled and an applicant presents with a strong CV, good interview skills and excellent experience. Six months later — their performance is poor and the 'no-brainer' suddenly looks like a big mistake
This is where psychology comes in. Traditional selection methods identify none of the psychological demands on the jobholder and therefore the core psychological skills the jobholder must possess. Appointing someone who ticks the experience boxes and can reel off examples of prior...