Personality Matters - The Myers-Briggs Company's blog

Is your Board male, pale and stale? Update your executive recruitment!

Old white man in tweed and bottle spectacles
Posted 03 Mar 2014 by John Hackston, Head of R&D at OPP

Executive recruitment can be a tricky business. Historically, organisations relied on track record; if someone had been successful in a similar, perhaps slightly more junior role, then surely he (and it mostly is a he) would be a good candidate for an executive job? Well, not necessarily. Promoting people just on track record is a great way to see the Peter Principle in action (people are promoted until they reach a level at which they are incompetent). You can probably think of some good examples of this from organisations you’ve worked in yourself.

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Hiring and bias: let's have less denial and more damage limitation

Mirror image interviewing
Posted 19 Nov 2013 by Gaby Walker, Support R&D Consultant, OPP; and Rob Bailey, Managing Consultant, R&D, OPP

Have you ever thought someone was much younger or older than they actually are? Have you ever made assumptions about someone’s intelligence because of their accent? Have you ever labelled someone based on the way they dress? If you answered ‘no’ to any of these questions, then you’re probably not being honest with yourself. The fact is, we are all biased, to a lesser or greater degree. And if people in general are biased, the hiring process will be biased too.

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Bias? By us? Opening our eyes to prejudice in recruitment

Successful interview
Posted 04 Nov 2013 by Gaby Walker, Support R&D Consultant, OPP; and Rob Bailey, Managing Consultant, R&D, OPP

Next time you are looking for a CEO for your company, we suggest you put the following line in your person specification: “Must be over six feet tall.” (For European readers this is over 183cm). We hope you agree. Actually, we don’t. We know you wouldn’t do anything like that. So why are the majority of corporate CEOs in the United States over six feet tall?

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High performance without the stress: fostering resilience

Posted 12 Nov 2012 by Penny Moyle

The business world is a stressful place right now. Identifying and selecting those resilient professionals who take external pressures in their stride is one thing; but there are inherent dangers in relying solely on the resilience of individuals. Creating an environment that fosters resilience is a stronger long-term solution.

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Ditching the kitchen and boosting the boardroom

Posted 08 Mar 2012 by Penny Moyle, CEO at OPP

Today is International Women’s Day. Time to reflect on why gender parity is still just a distant dream.

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You can choose your friends but can you choose your colleagues too?

Posted 27 Jan 2012 by opp

Pret a Manger's recruitment strategy involves consulting current employees about potential new recruits.

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Unconscious bias

Posted 18 Nov 2011 by robertmchenry

Unconscious bias influences the choices we make about others in our everyday lives.

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Recruitment gets the 3D effect

Posted 25 Oct 2011 by robbailey

New and innovative approaches to recruitment have real benefits, but should not replace traditional methods.

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