To what degree can personality predict leadership? The question whether you are born a leader or become a leader has soared the HR word for decades. But there are facts out there and even if most has a found misconception on what is predictable with us humans (because they are HR not psychologists) the research goes on and the studies are getting deeper and deeper. In a recent meta study (we wouldn´t do it any other way would we) accepted in April 2020 Do and Minbashian recon

Most (if not all) investors are risk averse. Very much so. A Due Dilligence (DD) process tries to minimize risk by acquiring as much knowledge as possible about the objective of the potential investment. Track records, assets and what not. However very few (if any?) profile the individuals they are investing in. There are tons of information to be found in a Five Factor profile and even more in a General Mental Ability (GMA) test. General mental ability is the ability to make

De senaste åren har marknaden för arbetspsykologiska tester fullkomligt exploderat. Å ena sidan är det en lycka att se att vi i ökad takt får upp ögonen för dessa, å andra sidan är det frustrerande att beskåda alla pseudovetenskapliga tester som sköljer över marknaden. Fördelen med arbetspsykologiska tester är odiskutabel. Rekrytering handlar om att försöka förutsäga vad som ska hända imorgon. Beroende på vad man testar eller söker efter så är det faktiskt möjligt till olika

Many times, I hear that a team needs to be composed by diversity. A very difficult construct by the way, since we by diversity often only mean, people that look and do different things than us. Psychology wise that has little to do with diversity as in being different from the others. Most of the times, what is looked for is different perspectives and different experiences but the individual is interestingly enough just like the rest of the organization and/or the team. But i

Research by now is pretty consistent in identifying that individual factors are predictive of individual success. Cut out interviews and CV heavy recruiting processes and you´ll be fine. You can reduce risk and up your chances of getting that next star employee by being structured and use the right profiling method. Research however have yet to dive deep into the question about team effectiveness and even more, organizational effectiveness. When you recruit your next cop-work

Cognitive ability is one of the strongest predictors in work performance. In a rapidly changing world with added complexity by the day (almost) it is of utterly importance for organizations to navigate in this increasingly complicated landscape. It is argued that the landscape changes so fast these days that all one can do is to adapt. Several large corporations have turned to the business philosophy to “adapt”. Knowing that plans will rarely prevail due to constant change. W

Contemporary organizations increasingly emphasize the pursuit of passion, but the evidence linking passion and job performance has been surprisingly mixed. There are several reason why it is so hard to pin down whether passion really is a great asset or not. First and foremost passion is not, what we call, a valid construct. Passion is most likely a quality that sums up several traits and actions and is dependent on how it is received. This is a classic “mistake” done by many

Person–environment fit (P–E fit) is defined as the degree to which individual and environmental characteristics match (Dawis, 1992; French, Caplan, & Harrison, 1982; Kristof-Brown, Zimmerman, & Johnson, 2005; Muchinsky & Monahan, 1987). Person characteristics may include an individual’s biological or psychological needs, values, goals, abilities, or personality. Environmental characteristics could include intrinsic and extrinsic rewards, demands of a job or role, cultural val

Trying to conclude a couple of studies that I read lately. Most of it comes from ”Where and Why g Matters: Not a Mystery” by Linda S. Gottfredson. The other study is called ”Genetics and intelligente differences: five special findings” by Plomin and Deary (2015). Gottfredsons paper is a much recommended read for everyone generally interested but also for everyone interested in finding the right personell for their business. Cognitive ability is one of the most important abili

At NGR we are on the constant hunt for studies that assess and connects different occupations with personality. By now we have a decent toolbox for the most common occupations. Which means that we have the "ideal" profile for everyone from an inner-sales person, software developers, entrepreneurs, engineers to.........even busdrivers. (and more) Large truck and bus crashes still cause a high rate of fatalities and costs. The human factor still plays an important role in drivi