In all walks of life, trends drift in and out of popularity. Recruiting is no different. For years, personality profiling was a large part of many companies hiring processes. As the battle for talent got fiercer, hiring time became more important. Companies needed to move quickly for in-demand talent that had plenty of options. Personality profiling started to become seen as a friction point, something that slowed competitive processes down. But there seems to have been a resurgence of interest in this space over the last few years. The rise of remote and hybrid teams has forced many companies to rethink how they go about hiring but also how they better understand the people who join them. Leaders have needed more tools and personality profiles are increasingly being (re)seen as a way to do this.I spoke with the Managing Director of The Myers-Briggs company in Asia Pacific to learn more about personality and cognitive assessments and their use.3:26 - The MBTI is about giving people a language and model around personality types so that we can better understand each other and ourselves.6:40 - Mitigating the risk of poor hires. Some people just interview well and sometimes the pressure of hiring quickly can impact quality. Profiling can help you make the best decisions possible. It can validate what you think you already know or open the door to some other avenues to consider.8:55 - Balancing our own Some people interview well but then again some don’t. Profiling can help mitigate bias and level out our perceptions of a candidate away from the interview room. 11:14 - Cognitive ability & Cognitive agility. Cameron explains the differences and what they actually mean. 12:40 - Timing. Cameron shares his thoughts on the best time in the hiring process to run profiling? 15:14 - Training. Bringing the capability in-house, training your own people to use the tools. 20:40 - Post Covid. Have client's requests changed in a Post Covid world due to remote and hybrid working? Some assessments can uncover the amount of sociability someone might need for example. 25:10 - Onboarding - Including assessment feedback as part of the onboarding process can help build trust, identify opportunities for development and highlight strengths. 27:10 - Discussions around Psychological Safety have increased over recent years. Personality profiles can help develop this in a remote/hybrid work setting by better understanding people and teams. 29:00 - The loss of incidental interactions that remote/hybrid work has brought us can impact psychological safety. Purely transactional dialogue can be draining. 31:15 - There’s a danger of over-reliance on subjective decision-making. This is why gathering as many data points as possible is so important. 34:05 - Building high-performing teams, leaders might need to think about what else they can be doing to build more trust in their remote/hybrid teams. 37:40 - Furry Invasion. My cat drops in to say hi and looks very happy to be there.36:45 - Employee surveys - learning and development is high on the list, profiles can help develop these opportunities. Find Cameron on LinkedIn -   / cameronnott  Some Myers-Briggs reading on high-performing teams - https://au.themyersbriggs.com/themyer... 🔔 Subscribe for more Talent Acquisition & HR insights like this: http://bit.ly/3sKF2rC