Personas is not just a good concept, it is a researched and proven application. Below you will find a description of the 7 key areas of the Personas caregiver testing test, a sample report from an applicant, a report on the research that formed the Personas product, and the validation report of Personas.

Caregivers are the foundation of a successful organization – is your foundation a strong one? Choosing an ideal caregiver can be difficult. What does the ideal caregiver look like, what qualities do they possess, and how do you choose them amid the piles of applicants? While resumes can be a good place to start, they can’t always differentiate between someone who sees caring for others as a job and those who see it as a mission. The Care-Giving Profile^TM caregiver testing aids employers in identifying exceptional employees, while weeding out those who are potentially higher-risk, by looking at eight essential factors. Let’s look at these essential factors and why they are key in aiding you in your hiring process.

EMPLOYEE TURNOVER/RETENTION

Do you know how much employee turnover costs you? We have discovered and measured the personality traits that have significant and demonstrable impact on turnover during the first 3 months of employment. Turnover costs vary from company to company but a range of $1,500 – $3,000 is generally accepted. How would reducing turnover increase profits and decrease stress for your company?

In our research we found a profound correlation between how candidates scored and turnover rates; as a result we have been able to reduce turnover rates by 31%.

CARE-GIVING PERSONALITY FIT

Have you ever met someone who just has a knack for being a caregiver? They are the ones who gain satisfaction in helping others, who aren’t deterred by unpleasant tasks, and have patience for even the most challenging guests. These people have a personality that fits the caregiving culture; they see what they do as much more than a job. Employees without this Culture tend to see their job as merely a paycheck and have a higher tendency to become annoyed with higher need patients and detest common nursing home tasks. What questions can you ask to help find which personality a prospective employee has?

In our research supervisors found that 83% of candidates scoring in the adequate to recommend range enjoyed caring for others and find meaning in their work. They had a care-giving personality fit verfied in our caregiver testing.

PRO-TEAM & PRO-COMPANY ATTITUDES

When an employee holds a sense of loyalty to their company, they not only do their best to live up to the mission statement, they are proud of who they work for and share this with others. What is the benefit of having employees who are more likely to be loyal to your company? You will avoid hiring someone who spreads negativity that can hurt your company’s image and potentially lead to work slowdowns and theft. Loyal employees are less of a strain on company resources while bringing a higher rate of satisfaction with guests. Would it be beneficial to know a candidate’s potential loyalty before sending them for a drug test or background check? So why not try our caregiver testing?

In our research supervisors found that 87% of candidates who scored in the adequate to recommend range were supportive of supervisors efforts and had PRO-company attitudes.

WORK ETHIC

What’s the difference between caregivers with stronger work ethic compared to weaker ones? Employees with a strong work ethic show a high level of commitment, are focused, and take ownership of everything they do. Those with a weaker work ethic don’t put as much effort into their work and often give up when problems arise. Which of these work ethics do you want to see in your caregivers? Would this information be helpful in the early stages of the hiring process?

In our research supervisors found that 88% of candidates who scored in the adequate to recommend range to be adequate to very high performing employees.

PRECISION & DEPENDABILITY

Your company has rules and policies for its employees to follow. Why are these rules important for employees to follow? Having specific rules and policies in place sets the standard of excellence for your company. They help guarantee that guests are getting the best care possible, as well as provide a sense of security. Precise and dependable employees see value in following procedures; they follow instructions from their supervisors and never cut corners. Do you think the rules apply to all employees? Would you want to know if someone was prone to bending the rules?

In our research supervisors found that 84% of candidates who scored in the adequate to recommend range were precise, dependable, and reliable. Candidates scoring in the higher range performed their duties with meticulous detail.

INTEGRITY

Why is it important to hire caregivers with integrity? Integrity is the fuel that drives personal accountability and is the basis for all behavior and decision made within and outside the workplace. Employees that lack integrity have moral gray area, they believe that unethical behavior is common and this will translate into their work. An employee who has a higher level of integrity sees things in black and white, as right or wrong, and is seen as more trustworthy and honest by supervisors. How can you gauge an employees level of integrity?

In our research supervisors found that 90% of candidates who scored in the adequate to recommend range to be honest and trustworthy. These candidates also performed their duties with adequate to very high job integrity.

UNEXCUSED ABSENCES

There is nothing more stressful than trying to find someone to cover a shift at the last minute. Would knowing a future employee’s potential for having absences affect who you hire? Along with added stress, studies show that employees who have unexcused absences cost their employer more money and lead to higher dissatisfaction with customers. Employees with lower potential for absences are often better at handling the stress life hands them and working through it, whether personal or work related. Can you tell which employees have potential for higher unexcused absences?

In our research supervisors found that candidates scoring in the adequate to recommend range had 64% less incidental and unexcused absences than the Red Flag range.

INTERVIEW QUESTIONS

The interview process is a challenge for even the most seasoned HR professional. Hiring the right caregiver is an important part of a successful organization and you know you want the best. Applications, resumes, and references can offer essential information but what does that reveal about a person’s future performance as a caregiver? The Care-Giving Profile^TM takes the interview process to a whole new level by integrating the personality assessment with interview questions designed by our psychologists. The Care-Giving Profile^TM automatically generates tailored interview questions based on scoring deficiencies to evaluate if the candidate is truly a fit for your organization.

View Sample Report

Worker’s Compensation Claims

Some employees have a higher risk of staying off work much longer than they should after a work injury (malingering claim). Our research has found that employees with low emotional stability combined with low work drive can drive up claim costs severity exponentially. To avoid this risk the caregiver testing test measures and avoids candidates that score in the lowest percentiles in those dimensions.

Over 24 Years of Validated Research

Personas Research Group, LLC conducted a 4 year validation study to investigate personality traits as predictors of job performance of entry level caregiving employees. These employees work for nursing homes, rehabilitation centers, home health care and assisted living centers. An inventory was constructed based on the Big Five Model of Personality, plus additional factors that we felt tapped into key job competencies. Criterion measures were job performance ratings along with analytics on absenteeism, disciplinary actions, and turnover.

The study demonstrated that personality traits are very effective predictors of job performance. Using scores from a personality inventory to make hiring decisions can produce significant benefits through caregiver testing.

The Care-Giving Profile^TM study was conducted and validated with methods consistent with generally accepted professional standards such as those described in the Standards for Educational and Psychological Tests, and the Uniform Guidelines on Employee Selection Procedures (1978)” adopted by the Equal Employment Opportunity Commission, the Department of Labor, the Department of Justice, and the Civil Service Commission.

 

Contact Personas Research Group, LLC to review the exhaustive validation study. You must schedule an appointment and complete a non-disclosure/confidentiality agreement. 877-885-8339.

Review research conducted by our staff and consultants of highly-qualified professionals in psychology, industrial & organizational psychology, human resources, and psychometric analysis.