"My passion is sales!" Heard it before? Of course you have and you have for sure seen it in a job add. Passion. This mythical term that we so often associate with success, drive and assertiveness. But also joy, positive emotions and contaigious energy. Is passion always great? And if it is....how to track it down? First of all. Litterature divies passion into two different kinds. We have on the one side Harmonious passion (HP) and on the other side Obsessive passion (OP). Har

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

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

The last blogg was about our new product where we profile Entrepreneurial Self Efficacy. ESE is the best predictor for entrepreneurial success. That blogg was by blogging standards quite some time ago and for a reason. Since we launched the ESE it´s been busy times. It seems like the market found a new angel on the subject of personality. Amongst other cases we are presently assisting (cause assistance is all you need) in the process for the recruiting of a new CEO. This case

Here at NGr we are hereby happy to introduce to you the Next Generation Report - entrepreneurial edition. The last few years research has turned it´s interest towards buzzwords like creativity, innovation and entrepreneurship. We have tried to identify if there are certain traits or abilities that are more or less tightly intervened to such capabilities. You see, traditional psychology has since long learned that not everybody is truly creative. Hence not everybody is innovat

Fellow recruiters and HR-departements are constantly arguing that "we do testing too". Making a claim that their methods are valid predictors of future performance.At NGr we do believe that we talk too little about what it really is that we want out of a recruitment process. We might touch on that matter later in this blog but for now lets just agree that the whole point of going through this whole process of CV:s, interviews and in best case one or two tests, must have the c

Personality has consistently been related to vocational interest (occupation). Who works where and why? Are there ways to predict what personality works best in order to perfect the recruitment process? Science has sunk it´s teeth in this for almost a decade by now, but only a few have looked at the dark sides of personality. If you follow this blogg you are aware by now that NGr measures not only personality but also the anti-social sides of personality, something that has s