My Life as a Maverick

The Predictive Index Results That Changed the Way I Work
Sarah Anderson - Predictive Index- Maverick

by Sarah Anderson

My first job was the perfect fit for me. I was fresh out of college with a marketing degree and little experience and a local magazine decided to give me a chance and let me sell advertisements for them. Eventually, that job morphed into a dual role that was part-time sales, part-time editorial. As a small company, the entire staff was independent contractors and thus could plan our own schedules and come and go as we please. I loved it. I would schedule my sales days full of meetings and run around town. If I was having an off day, I would work from home with no problems. Most days, I would come into the office late morning, get my work done and we usually ended the day with a happy hour or an event to attend. (The main photo for this post was taken in one of my client’s stores. We stopped by their anniversary party as the first of four events we attended that evening! My heaven!) My position was flexible and fun and every day I was able to propose new ideas and run with them. I loved my job with my whole heart.

When that company dissipated, I was lucky to land another wonderful job working in e-commerce. The company was young and fresh and the job itself was fun, but everyone was expected to put in 8 hours a day, no matter what, in the office. Since my new job was primarily dealing with the website, I didn’t have any external meetings or any excuses to get out of the office. I liked the work I was doing, but I felt too much strain on my life and couldn’t figure out why.

It wasn’t until I got wine with my friend Ginny, Hire for Hope’s talent advisor, that I realized why I just wasn’t as happy as I used to be. Ginny had joined Hire for Hope to work in the Talent Optimization division, where Hire for Hope helps companies utilize Predictive Index (PI) to better understand the behavioral drives of their workforce, optimize their environment to best suit their talent and recruit the candidates who are hardwired to be the best fit for their open roles.

Ginny had me take the Behavioral Assessment from PI prior to meeting up just for fun and to better explain to me what she did. The Behavioral Assessment is a tool through the PI platform to uncover the hardwiring of  teams and and candidates. There are 17 reference profiles a person could fall under after taking the test. While each person’s results are a bit more individualized, these profiles can provide the general guidelines for behaviors, needs and best ways to work with each.

When Ginny and I met up, we caught up and I opened up to her about some of the ways I was feeling stress at my job and wasn’t as happy as I used to be. She had to laugh at some of the things I was saying, because she had my Behavioral Assessment results with her and the things that I was struggling with was exactly what my profile type would struggle with. And then she gave me my results and it turned out that I am a Maverick!

The Maverick personality profile is described by PI as an “innovative, ‘outside the box’ thinker, who is undaunted by failure.” Maverick’s communication style is forceful and direct, animated and telling. We are innovative and have confidence in our decision making. We love to take risks as we believe “the ends justify the means” and we’re quick to act. 

Ginny was right. The Behavioral Report she handed me spelled out exactly why I had loved my old job so much, and why I was struggling with the new environment I was in. 

As a Maverick, some of the things I need are: to be challenged, opportunities to influence and variety and freedom from rules and controls. Having a workplace that had me arbitrarily adhering to rules like being in the office from 9-5 just because everyone else had to didn’t work for me. I needed flexibility. I needed to be able to take my ideas and run with them.

My communication style has always been forceful and direct. I was never one to be scared of confrontation, especially in the workplace. I have always been fine having intense conversations if there was a disagreement about a project or if I saw an opportunity to make something better. I’m known among my family and coworkers to either hate something or love it — I don’t fall in the in-between or indifference very often. As a Maverick, it totally fits in my profile to be a little extra animated and to not shy away from directness, but that can come off to some as polarizing and a little too harsh to some (some feedback I had received from my new boss).

The Maverick profile actually gave me a lot of insight on how others in the workplace may see me. It noted that Mavericks may appear tough-minded, may be intolerant of delays, may not adhere to structure or direction and need to be reminded to listen to others’ perspectives. It was a good reminder for me to see that I get very excited about my big ideas, and it would be good to slow down for a minute and listen to the input and ideas of others.

Perhaps my favorite thing that the PI test and my Maverick results gave me was a language and a logic to my hardwiring and some of the difficulties I may come across. Instead of wondering if some of these things were my personality flaws or my improper training from such a freewheeling first work environment, I was able to see them as my hardwiring. It is simply the way I am and what I need from a work environment to be successful. And my favorite part of all of it? It helped me realize how successful I could be. 

One of the Maverick’s weaknesses can be attention to detail. We love the big picture and see it so incredibly clearly. We sometimes skate over the details or the small steps we need to get there. I used to feel bad about myself for this. Why wasn’t I as organized as some people? HOW did I not think of that? What’s wrong with my brain that other people remember that stuff and I don’t?

After reading my results and realizing my Maverick profile type, I simply see it as my strength. I know I’m amazing at the big picture. And now, I know to ask for help with the small things and lean on those incredible people with the brains for details. I seek out people to work with me who are better than me in those ways because I know that our opposite minds will come together to create something wonderful.

My boss and I were able to use the results of my PI test to create a better working agreement for me. After we went over my test and the Maverick’s personality type, we allocated a couple days a week that I did not need to report to the office. He also more clearly saw my need to be handed projects and run with them, and shortly after he made me lead on a couple big projects and let me make all the decisions. He also recognized my need to lead and hired a couple interns under my supervision. I’m so thankful that the results of this test and the realization of my hardwiring were able to give us proactive conversation points to move forward and create the best environment possible for me. 

I have since gone on to new adventures, although I will always hold a special place in my heart for my first two jobs. Now, my full-time job is incredibly flexible. No one tracks my time or cares what I do or how I do it as long as much as they care that I’m able to do my work and create powerful results, which is absolutely perfect for a Maverick profile. I also have enjoyed taking on clients and projects on the side, which really fuels my need for variation. 

I’ve found that if I’m in a spot to fuel my hardwired needs like freedom, flexibility, variation and taking on challenges, I perform better work in every sense. My productivity increases, the quality of my output increases and I am overall just so much happier. And now, I’m able to explain that better to my bosses and have meaningful conversations about what I need to thrive in my role. 

So, here’s to you, my good friend Ginny. (Ginny has since gone on to explore different adventures and spend more time with her family.) Thank you for introducing me to Predictive Index, having me take the Behavioral Assessment, and explaining to me in so much detail my personality type and what I need most in my environment. That information was life-changing to me, and I think every person who works should have access to that same information so they can clearly communicate their environmental needs and find a workplace that best suits them. We spend so much of our lives at work, it’s important to get it right. 

If you’re curious about learning more about Predictive Index and how Hire for Hope can help you and your company uncover the keys to helping your workforce work at it’s best, visit Hire for Hope’s Talent Optimization page or reach out to speak directly with a Talent Advisor. (I highly recommend it!)

Diversity Doubled: Data-Driven Decisions

HireReach Helps Companies Utilize Evidence-Based Selection

Group of happy business people

HireReach Helps Companies Utilize Evidence-Based Selection

by Jessica Strayer

Bias, whether we like to admit it or not, plays a fundamental role in our decision making. We have been conditioned to rely on our past experiences, prejudices, and unconscious bias, and the hiring process is not immune. From sourcing candidates and interviewing prospects to onboarding employees, companies need a fair, data-driven strategy to effectively seek out, attract, and maintain their diverse workforce.

Talent 2025 and West Michigan Works saw this need and worked in collaboration to create the HireReach Initiative.

Rachel Cleveland-Holton

I sat down with Rachel Cleveland-Holton, technical consultant and project manager at HireReach, to learn more about the initiative and their   goal to “help employers make better hiring decisions.” 

Rachel explained that HireReach promotes evidence-based selection methods by connecting data-driven platforms with local companies and corporations who sign up to participate. Currently, HireReach is working with 20-25 employers between their two cohorts, offering those employers a fair process of standardized strategies to improve their quality of hire, reduce their first-year turnover, and increase workplace diversity.

So, what is evidence-based selection? Evidence-based selection is a structured and standardized process to guide decision making, offering consistent processes with proven selection measures backed by industrial/organizational psychology, all informed by quantitative data. This objective and data-driven method is a fair, holistic approach to hiring, reducing unconscious bias by assessing candidates based on their skills. The evidence-based selection process can be seen below:

 The essential elements of evidence-based selection include: (1) a fair and objective process, (2) compensatory ratings, (3) reliable, valid, and predictive selection measures, and (4) score measures using valid selection criteria. 

Evidence-based selection is proven to be effective in combating bias that negatively impacts the selection process. Mercy Health in West Michigan was one of the first to adopt the evidence-based selection process back in 2010. Over an eight-year period, 10,000 candidates were hired. In using evidence-based selection, Mercy Health saw its diversity more than double. Also, they saw their first-year turnover of those hired drop by 23% and the hiring process take 16% less time. 

Bias and noise will continue to plague our ever-changing modern world, it is by the implementation of a standardized hiring process that provides objective data-driven decisions. Companies who chose to join the HireReach initiative will be provided with training, guidance, and consultation from the HireReach team and supporting subject matter experts. You can learn more about evidence-based selection or get involved by visiting HireReach.org.

Hire For Hope is an advocate for evidence-based selection in recruiting and proud partners of the HireReach initiative, presenting their evidence-based selection tool (The Predictive Index) to each of HireReach’s Cohorts. 

Reach out to us or more information on our services.

Want to learn more about HireReach? Read their answers to frequently asked questions or contact HireReach.

 

Business photo created by rawpixel.com – www.freepik.com

How Predictive Index Makes Hiring Easy

Help With Sifting Through Thousands of Applications

Predictive Index for Hiring
by Ashley Ward

With high unemployment rates, your business is likely to experience a flood of applicants for each open position. That’s great — exactly what you had hoped for months ago when you felt like it was impossible to find the right talent. However, when it comes to sorting through hundreds of applications and finding the right fit, you may find it difficult and time-consuming to be able to spot those winning candidates.

That’s where Predictive Index comes in. Predictive Index (PI) is a talent sourcing tool that utilizes one quick, easy assessment for measuring each applicant’s motivating drives and needs. Through PI, you’ll be able to use objective data to prioritize applicants by match score and quickly bring candidates to the top of your list who are hardwired to be a great fit for the position you’re hiring for. 

How does it work?

You’ll begin by creating job targets before your job postings go up. Completing this process will help you and your team identify what you really need in this position, and PI will give you the insights that will help identify the hard-wiring and underlying traits that candidates will possess to be successful in the role. 

PI’s Behavioral and Cognitive Assessments help sort candidates based on the highest predictors of job success. These assessments will bring the best fit to the top of your list through science and data. You’ll be able to go beyond their resume with this process — you’ll see the factors that motivate them, what they need in an environment to be successful and their cognitive abilities that will be applied to this role. 

Remove bias from hiring. 

These tools make it simple and easy to ensure that you aren’t distracted from details and biases that may sneak into our decisions, whether we realize it or not. Behavioral drives and cognitive ability are scientifically proven to be great predictors of performance. By focusing on those, you’ll be able to get a clear picture of how candidates will act in this role. This information will be a powerful tool for finding the best candidates from the long list of applications. 

Define your existing roles.

You can use this process to create clearer maps of the existing roles in your company and shift work responsibilities to those who have the best hard-wiring for them. Plus, who knows, you may find that you have the perfect fit for the new position right in your organization already! 

 

To learn more about using Predictive Index in the workplace, visit our Talent Optimization page.

Our New Division: Outsource

Hire for Hope Brings Recruitment Process Outsourcing (RPO) to Our Company

Recruitment Process Outsourcing- Announcement


As the U.S. unemployment rate soars to 14.7% — the highest level since the Great Depression — millions of Americans are searching for jobs. Due to such a high-volume applicant pool, Hire for Hope is excited to announce a new recruitment process outsourcing (RPO) division, Outsource. 

Hire for Hope has access to top-notch recruiting platforms, screening processes, candidate assessment tools, and a team of dedicated recruiters. Through Outsource, we will act as the talent acquisition department not only by handling all advertisement job postings, but also by acting as a representation for the company. If a company’s hiring goes through ebbs and flows, an RPO is especially beneficial because of our low-risk six or twelve month contracts.

Hire for Hope is thrilled to be able to offer clients this option in addition to their professional recruiting and talent optimization divisions.

“We’re so excited to be announcing this new division as we pivot to meet the ever-changing needs of the businesses we work with,” says Ashley Ward, the owner of Hire for Hope.

“As we worked with our clients recruiting single positions and implementing talent optimization throughout their businesses, we saw a huge need for those companies who were constantly hiring new talent. Through Outsource, Hire for Hope will be able to take the recruiting process off these companies’ plates so they can focus on what they do best. This new division couldn’t come at a better time for most companies who are strategizing ways to safely re-enter the workforce and don’t have the time or resources that we do to hire top talent.” 

Not only will Outsource save companies money, but the real value in outsourcing their recruitment process to a team of specialists is the time it saves. With Outsource, teams will have fewer tasks on their plate, which will allow for greater company and employee success by centering the focus on what they do best.

Learn more about Outsource here: https://hireforhope.com/outsource/

How to Help Coworkers Dealing With Domestic Violence

Domestic Violence Has Skyrocketed: Here’s How You Can Help

Domestic Violence and Workplace

By Ashley Ward

As many of us are painfully well aware, mid-January, the novel coronavirus introduced itself to America. By mid-March, the virus had spread throughout the nation and forced us to alter our daily lives in order to stop the spread. 

That meant closing everything except essential businesses like grocery stores and pharmacies. We had to say goodbye to our local shops, our favorite coffee spots, our gyms and even our offices so we could stay home and stay safe. 

The problem is, home isn’t safe for everyone. In fact, for individuals living in a domestically abusive situation, home is likely one of the least safe places right now. Domestic violence shelters have seen an influx of calls since the start of the pandemic, creating yet another public health crisis.

There Are Plenty of Factors Contributing to This Spike in Domestic Violence. 

1. Isolation

Social isolation is a common tactic used by abusers to gain more control of their partners. With shelter in place orders, isolation is a given and abusers are able to gaslight their partners and add to a cycle of abuse that is difficult to escape.

2. Stress

Elevated levels of stress due to a national crisis are correlated to increased aggression, causing a more hostile environment for those living with abusers.

3. Economic Anxiety and Joblessness

As abusers get furloughed and laid off, they find an increased need to regain a sense of order and power in their relationships. This leads to increased violence toward their partners. Survivors of domestic violence who have been furloughed or laid off find their plans to gain financial independence have fallen apart. 

4. Alcohol

With alcohol sales rising by 243%, bad situations have only turned worse. Often an accelerator of aggression, alcohol contributes to hostile situations and increased abuse.

5. Lack of Resources

While courts remain open for urgent matters, there still have been delays in restraining order cases. With legal aid organizations and advocates working remotely, assistance for survivors is affected. Also, there has been speculation that judges might be hesitant to hold abusers in jail due to COVID-19 concerns in state facilities. 

This Could Be Happening to Your Employees and Coworkers

Perhaps one of the biggest misconceptions of domestic violence is that it doesn’t happen to anyone we know. With one in four women and one in seven men experiencing physical violence from their partner, it’s incredibly likely that you know someone dealing with this during this time, you just don’t know it. 

How Can You Help?

While we can’t fix anything for them, we can certainly provide life-changing support to our affected employees and colleagues during this time. 

1. Reach Out

It’s important to keep lines of communication open with those who may be experiencing abuse at home. Be friendly, be open, check in frequently.

It’s important to remember, however, that an abusive partner may be monitoring all of their communication. Don’t discuss any concerns until a survivor discloses abuse to you, then make sure you find out which forms of communication are safest for them and least likely to be viewed by their partner. 

2. Send Necessities

Find out if your colleague or employee needs food, transportation or household supplies of any sort. You could drop items off to them, send them money through cash apps, or send care packages. Share knowledge and information on local food banks, food stamp options, or even unemployment information

3. Do the Research for Them

Providing someone with information or a trained professional to call can be invaluable. While resources are tight and getting tighter for domestic violence programs, there are still people who can help.

It’s very important to remember that communication could be monitored by the abuser, so a good idea may be to share a list of resources with all of your colleagues or employees as a general resource for support.

The National Domestic Violence Hotline is 1-800-799-SAFE (7233) or thehotline.org.

The National Sexual Assault Hotline is 1-800-656-HOPE (4673) or rainn.org.

The Childhelp National Child Abuse Hotline is 1-800-4A-CHILD (422-4453) or childhelp.org/childhelp-hotline.

Latinx survivors can reach out to Casa de Esperanza at 1-651-772-1611 or casadeesperanza.org.

Native American and Alaska Native individuals can reach out to the StrongHearts Native Helpline at 1-844-7NATIVE (762-8483) or strongheartshelpline.org.

LGBTQ people can reach out to the Anti-Violence Project Hotline at 1-212-714-1141 or avp.org/get-help, or the Northwest Network at nwnetwork.org.

Young people experiencing relationship or domestic violence can contact Love Is Respect at 1-866-331-9474 or loveisrespect.org.

LGBTQ young people who may be experiencing abuse because of their gender identity or sexuality can contact the Trevor Project at 1-866-488-7386 or thetrevorproject.org.

4. Consider Financial Consequences

As an employer, it is never easy to make the tough decision to lay someone off. However, there should be an increased responsibility to think through the long-term financial impact of these attempts to conserve resources through reduction of pay and layoffs especially for an employee who may be in an abusive relationship. 

5. Donate to Your Local Shelters and Agencies

Many nonprofits have had to cancel fundraising events due to COVID-19 and also have had a decrease in donations as so many people are affected by the financial impacts of this pandemic. If you’re able to give, now is the time to do so. At Hire for Hope, we partner with Safe Haven Ministries to help make sure that survivors have access to their life-changing support and services.

Safe Haven Ministries is on a mission to end domestic violence. Watch this video to learn more.

If you or someone you know are facing domestic violence, please reach out for support here.

 

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