Working with Others
In today's world, almost all jobs require collaboration with others. Use the module "Working with others" to assess how candidates typically work with colleagues, customers, or reports.
🧑🔬 Scientific Background
For thousands of years, circles have been used in various ways to map the breadth of human behavior. For example, ancient Greek astrology divided the sky into twelve equal parts of a circle and derived the star signs. Do you remember yours? ♈ ♊ 🔮
The "Interpersonal Circle" is not as well known, but is based on the same tradition of circles. The difference between the two? The Interpersonal Circle is much more effective in predicting and describing human behavior than its ancient predecessor. Convince yourself, either by browsing the huge amount of Google Scholar publications on the topic or start with one of our top scholarly references.
The interpersonal circle tells us that we can describe all sorts of interpersonal behaviors (like making someone laugh) as a mixture of extraversion and agreeableness. Seems very simple at first glance but is also very powerful and deep. By combining both overall traits we can find out how candidates interact with others.
Types of Collaboration
- Connect: A warm and welcoming person who finds it hard to refuse others.
- Engage: An outgoing person who might overwhelm others with their openness.
- Lead: A persuasive person who takes charge, but finds it hard to follow.
- Consider: A person who loves to help others but is also very sensitive to their opinions.
- Cooperate: A grateful person and a good listener who finds it hard to disagree with others.
- Control: An honest person who respects coworkers' privacy, but cannot easily join in groups.
- Balance: Can tolerate conflicts, but finds it hard to express emotions to colleagues.
- Direct: Outspoken and not afraid of conflict, this person makes tough decisions.
🕵️ Questions in the Module
The module includes four short comparison questions. The comparisons are based on validated psychometric measurement instruments, such as the BFAS and IPIP-IPC. HiPeople's twist: Each comparison represents positive aspects of opposite characteristics. For example, "avoids being the center of attention" is a typical behavior for people who are not assertive, while "does most of the talking" is the direct opposite, as it is a sign of assertiveness.
For what kind of job roles should I use this assessment?
Any role that involves to know about beliefs and values of the candidate. This may include but not limited to job roles social and health care, public relations, politics and social media.
When to use this module?
Reference checks can function as a screening tool at the beginning of a hiring process or in a more advanced context where you want to verify the first impression of your candidate.
