Knowing how to lead a hiring interview is an art requiring great observation skills and years of practice for the interviewer who will have developed their personality evaluation competence. Experience, intuition and quick wit will always be necessary in this unavoidable process!<\/p>\n
However, a warning! During an interview, though the interviewee will need to sustain or even defend their resume, they will also try to inspire trust by the resonance of their answers. The evaluated person will also have to show their interest and motivation using the relevance of their questions about your business. That said, some characteristics of their personality could mask others!<\/p>\n
So this is where we\u2019re going! We often get asked what the MPO acronym means, which is Management and Organizational Performance<\/em><\/strong> (Management et Performance Organisationnelle)! Today, I wish to draw your attention to the \u201cPerformance\u201d component. Indeed, \u201cnormal\u201d perception biases can alter your perception of a hiring interview, while analysis results and the revelations that the MPO personality inventory provides could help you see more clearly. The human approach and the psychometric solution are two complementary strategies which allow an optimal performance as an interviewer! Not convinced? Here are examples which, I\u2019m sure of it, will interest you\u2026<\/p>\n During a job interview, a person can seem very reserved, even though their psychometric results indicate a real need of social relationships. This false impression can be a byproduct of great emotional control, which the second MPO factor will indicate as low Spontaneity<\/em>. Or, the person could have high Conscientiousness<\/em>, one of the factors identified by the Big Five. This means that the person would be a perfectionist and respectful of protocols, that they would have a great sense of duty. This trait could falsely give the impression that this individual is an introvert, because of a great moderation in their verbal expressions!<\/p>\n Another example would be a person with a modest level of Affirmation<\/em>. They could be quiet about their creative talents or ambitions to suggest unconventional avenues. They would then seem conformist, even though they are creative!<\/p>\n In short, to avoid making mistakes with our subjective points of view, it\u2019s quite legitimate and most of all clever to validate with a solid psychometric approach! Be as performant as you can by combining your expertise with an objective and scientific method. Finally, know that the illustrations made by the MPO solution concerning your future employee will not only guide you and give you coaching advice, but also improve your new employee\u2019s fidelity! Try it out today!<\/p>\n Daniel Huot, president of the Cr\u00e9acor Group<\/p>\n","protected":false},"excerpt":{"rendered":" Knowing how to lead a hiring interview is an art requiring great observation skills and years of practice for the interviewer who will have developed their personality evaluation competence. Experience,…<\/p>\n","protected":false},"author":5,"featured_media":1572,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[],"class_list":{"0":"post-1575","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-articles"},"yoast_head":"\n