The job market is under pressure. In 2025, fewer than 300,000 executive hires are expected according to APEC – the lowest figure in the past decade. More than 64% of executive recruitment processes are considered difficult, and in 37% of cases companies simply abandon the search due to a lack of suitable candidates.
In a world where information is everywhere and changes in real time, the ability to think quickly, clearly and accurately has never been more valuable. Making connections, interpreting implicit reasoning, spotting hidden analogies – these are subtle indicators of potential that no degree can guarantee.
The inclusion of neurodivergent profiles in the workplace is still widely overlooked by business leaders and HR departments. And yet, these atypical talents — who represent around 15 to 20% of the population — bring invaluable strengths in areas like innovation, adaptability, strategic thinking, team dynamics, and solving complex problems.
There is no shortage of candidates, yet finding good salespeople remains a complex task, particularly when recruiting junior profiles. Why is it so challenging? Perhaps the skills of these young candidates no longer align with today’s expectations? The role of a salesperson has undeniably evolved over the past 10 to 15 years.
The growing digitalization of recruitment and the advent of artificial intelligence (AI) have transformed traditional hiring practices. As assessment platforms and predictive algorithms become increasingly common, one crucial question remains: how can we be certain that we are selecting the right person for the right role?
For decades, IQ (Intelligence Quotient) was considered the primary indicator of success in the professional world. However, more recent studies have shown that IQ alone is not sufficient to guarantee success.
The Professional Profile 2 personality assessment is particularly effective in three areas: recruitment, team cohesion, and career guidance. Let’s explore how this tool can be used to enhance performance and ensure more fulfilling career paths.
By asking questions that break away from the traditional framework and push candidates out of their comfort zones, recruiters can more effectively tap into their creative potential.
An essential tool in career evaluation is interest assessments, which significantly help in understanding an individual’s professional interests and guiding their career path according to their preferences.
Career guidance assessments have now firmly established themselves in the assessment landscape, serving both to guide students in their initial choices and to assist adults in their career management.
IT developers, engineers or maintenance technicians: technical profiles have a number of traits in common. They are generally technology enthusiasts who are passionate about their job, but whose personal qualities are often undervalued by recruiters.
Contrary to popular belief, extroversion is not always the key to success in the workplace. Introverts can be a huge asset to your workplace. Read how to embrace the power of your introverted workforce!
I am different from others. Of course, we are all different from others. But I am even more unique. On the MBTI personality test, I have the rarest profile: only 1.5% of people on the planet are like me. The same goes for the AVATAR typological test, where I am among the 2% of the least common profiles.
Tech profiles are not easily recruited, and the candidates maintain very specific expectations and requirements. As part of the 88% of companies, are you looking to recruit these profiles? A brief overview of some points to keep in mind to attract tech talents to your teams!
Personality type-based assessments aim to bring the individual’s true self to light rather than seeking to compare them with others. Through the discovery of our personality type, we become more aware of how we operate, allowing us to make full use of our strengths.
Sales potential is not just a matter of experience. It is also a matter of motivation and personality.
What does self-knowledge really mean? How objectively can we answer the question "who am I?" Do personality tests help in improving self-knowledge ? If you have ever asked yourself these questions, you have already started the path to self-knowledge. In this article, we try to provide some answers to these fairly simple, but essentially deep questions.
Most companies today focus on hiring the right talent for a given job. While companies invest a lot in background checks and getting the structure of the interview right to find the right talent, many tend to miss out on using a data-driven approach for their hiring process.
The recent emphasis given on soft skills is surely for a good reason as these skills can make “the” difference during a job interview, but we must remember that it is for the hard skills that the candidate gets selected in the first place.
Here you will find a practical breakdown of how to adapt your coaching style to fit the eight main personality types.
Lack of clarity about the position, interviews done 'on intuition', no clear objectives, shortage of talents... Still today, nearly half of all recruitments are a failure.
Ideally, organisations would want all their employees to work at their full potential and contribute equally. But research shows that the long-term success of an organisation is driven and sustained by a select few high-potential employees or HiPos. High-potential employees deliver two to six times the return of average players.*
Conventional employees are often seen as traditional, ones who like to follow the routine, and avoid work that does not have clear directions. But a Conventional employee is more than that. In the workplace, the Conventional personality types keep the things running smoothly and take the organization to the next level. You will find that some of your most efficient and dependable finance personnel, administrators and technical writers are Conventional.
An enterprising person is defined by the dictionary as resourceful, bold and initiative — But an Enterprising personality defined by RIASEC model is much more than that. Holland’s RIASEC model puts forward that personality is key to understand work interests and it divides people into six personality-based groups, one of them being Enterprising. He also states that individuals belonging to these personality groups have a preference for certain types of tasks and interactional styles, knowledge of which shall allow you to quickly determine any individual’s career fit.
What do you think of when you hear the words “a Social employee”? Someone who’s always suggesting after-work drinks or chatting with friends and colleagues? Who cheers you up on a Monday morning, but stresses you out when you need everyone focused on their work?
In the world of personality testing, there are no right or wrong answers. To make an accurate interpretation of a person's responses, evaluators should consider six essential points.
SIGN UP FOR OUR NEWSLETTER
Receive our news and exclusive downloadable content ecery month!
