Effect of Age upon Leadership Attributes from Recruitment Instrument: a Selective Developmental Trajectory

Abstract

This exploratory report presents the contents of a large data-base consisting of psychometric measurement of personality-related attributes of individuals who underwent the recruitment process by completing the JobMatchTalent instrument that was developed from principles of occupational psychology. On the basis of individuals', who applied for corporate or governmental leadership positions, responses, the correlations between applicants' age and personal attributes was obtained. Correlational and regression analyses were used to explore differences between younger and older potential executive participants. These indicated that younger leadership applicants enjoyed an advantage with regard to: "Focus-on-details", "Focus-on-order", "Own motivation", "Concentration", "Will-power", "Winner-instinct", "Visions-for-the-future", whereas older leadership applicants enjoyed an advantage with regard to: "Sphere-of-influence", "Tolerant attitude" and "Trust-in-others". The levels of stress-sensitivity, strategic focus, energy and communication, as expressed by younger and older recruitment applicants seeking executive positions, were comparable. At higher age levels, the leadership candidates expressed less focus on the tasks and less orientation towards their own ambitions but were rather more concerned with developing their staff, building relations and 'team-spirit'.

Predictive Validity Estimations for the JobMatchTalent Instrument

“…In a replicative study based upon executives' estimations of work performance at recruitment, using the JobMatchTalent (JMT) database [2,3] administrators' estimations of employees' performance and 'work-ability' , as assessed by the JMT recruitment instrument [4]. The study involved 258 recruited employees, who had responded to the JMT instrument, consisting of three main scales wherein each scale was comprised of three sub-scales, at recruitment and 94 executiveadministrations.…”

Self-reported Attributes Associated with Cognition and Motivation as a Function of Gender

“…The JMT test is based on ten main scales, each presenting three subscales, and has been shown to possess a high level of congruence with health-and personality-related instruments [26]. For a detailed description of the scales, see [17].…”

“…To this end, the Job Match Talent test estimates individuals' attributes that are associated with occupational leadership roles in relation to type of enterprise, level of leadership and the age-at-recruitment of applicants. In a large exploratory report, consisting of a data-base derived from over 6700 recruitment participants seeking leadership positions, the psychometric measurement of personality-related attributes of individuals who had applied for executive positions displayed marked and consistent relationships between the participants' age-group and their self-reported personal profiles [17]. It was shown that at the higher age levels the candidates for executive leadership positions expressed a lesser interest and focus upon the specific aspects of the tasks associated with 'job-performance' and lesser orientation towards their own personal ambitions and goals; they expressed rather greater concern for the development of their staff and teams and shaping relationships within the teams within which they functioned.…”

“…Originally, the Job Match Talent (JMT) recruitment test instrument was developed by Olsen [17], in collaboration with recruitment consultants, to provide a suitably designed and adapted tool for selecting competent and experienced individuals for the particular positions sought by corporate and governmental agencies for the purposes of assuming a variety of leadership appointments. To this end, the Job Match Talent test estimates individuals' attributes that are associated with occupational leadership roles in relation to type of enterprise, level of leadership and the age-at-recruitment of applicants.…”