Selecting for Flair Factors: Improving the Selection Process

Caldwell, Cam; Beverage, Michael S.; Converse, Patrick D.

doi:10.5430/bmr.v7n1p1

Cited by 4 publications

(8 citation statements)

References 32 publications

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“…The process of personnel selection is essential for organisations because it ensures that only the candidates who can contribute to the economic value of an organisation are chosen to fill job vacancies (Afshari, Nikolić, & Ćoćkalo, 2014;Caldwell, Beverage, & Converse, 2018). In filling job vacancies, organisations use a variety of personnel selection methods and measures to ensure the best person-job fit (Joseph & Newman, 2010).…”

Section: Introductionmentioning

confidence: 99%

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Dhliwayo

Coetzee

2020

SA j. hum. resour. manag.

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Orientation: The process of personnel selection is essential for organisations because it ensures that only those candidates who are likely to contribute to the economic value of an organisation are chosen to fill job vacancies.Research purpose: This research sought to explore cognitive intelligence (CI), ability emotional intelligence (ability EI), trait emotional intelligence (trait EI) and personality types as predictors of job performance with the view to propose a valid selection model for the Zimbabwean organisational context.Motivation for the study: In the personnel selection context, separate studies investigated the single predictive power of the constructs relevant to the study in different settings and studies. The role of personality types in selection is especially under-researched.Research approach, design and method: The study utilised a cross-sectional survey design. The convenience sample constituted (N = 299) supervisory and professionally qualified, experienced specialists from various organisations in Zimbabwe. The GAMA, AES, WEIS, MBTI, Form M and JPS were administered.Main findings: Structural equation modelling indicated CI as the best predictor of job performance, followed by ability EI and then by personality types. Trait EI could not account for any variance in job performance.Practical implications/managerial implications: Personnel selection models in the Zimbabwean context could consider including the empirically demonstrated variables in selection practices.Contribution/value-add: The research advanced personnel selection theory by empirically and scientifically identifying the core elements of, and proposing a personnel selection model for use by human resources practitioners and organisations in the African context.

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Section: Introductionmentioning

confidence: 99%

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Dhliwayo

Coetzee

2020

SA j. hum. resour. manag.

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“…Figure 1, provided below, clarifies the contribution of the qualities that make up flair factors (Caldwell, Beverage & Converse, 2018).…”

Section: Personal Integrity That Generates Trust the Ability To Earn ...mentioning

confidence: 98%

“…Flair factors are those greatly valued personal qualities that enable an organization to accomplish its mission in an unusually effective way by adding value in ways that others are unable to achieve. Caldwell, Beverage & Converse (2018) explained that flair factors consist of five qualities that contribute to an outstanding organizational result.…”

Section: Understanding Flair Factorsmentioning

confidence: 99%

“…Robert Irish provided a marvelous example of the failure to understand true flair in American history (Caldwell, Beverage & Converse, 2018). The failure to recognize the critical qualities for success involved two individuals, George B. McClellan and Ulysses S. Grant -two important generals in the American Civil War, or the US War Between the States.…”

Section: A Classic Example Of Flairmentioning

confidence: 99%

“…The inability of the overwhelming majority of Human Resource Management departments to understand the importance of flair factors is, unfortunately, a root cause of the failure of many organizations to identify the skills of uniquely qualified candidates (Caldwell, Beverage & Converse, 2018). For companies that recognize these flair factors, however, there are also frequently failures in their compensation philosophies that inhibit their ability to attract and retain top talent.…”

Section: Knowing One's Competenciesmentioning

confidence: 99%

See 2 more Smart Citations

Influence of Flair Factors on Compensation – Balancing Contributions and Pay Equity

Runić-Ristić¹,

Savić-Tot²,

Arsić³

2022

ijmt

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The utmost priority of every organization in today’s competitive environment is to attract and retain top talents. The aim of this paper is to emphasize the importance of “flair factors” those greatly valued personal qualities that enable an organization to accomplish its mission. The paper links insights about flair factors, as critical elements of organizational success, with the development of a compensation philosophy that can help organizations to recruit, attract, and retain top talented employees. Moreover, nine often-repeated errors made in developing and administering an effective compensation system are outlined. Finally, the paper benefits to both scholars and practitioners by suggesting how to solve the problem of identifying and hiring the right people for successful performance in organizations.

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Spiritual Intelligence and Its Practical Importance – Insights from Islam

Pecelj,

AlBusaidi,

Esmaail

et al. 2023

BMR

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Spiritual Intelligence as the guiding influence that interacts with Physical, Mental, and Emotional Intelligences hss increasingly been recognized as the factor that enables leaders and organizations to unlock the potential of employees and enrich organizations by enabling employees to find their voice. In this paper we explain the nature of the four intelligences and briefly summarize how Muslims view each of them. We include eight testable propositions related to the four intelligences and identify the contribution of this paper to the scholarly literature.

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Selecting for Flair Factors: Improving the Selection Process

Cited by 4 publications

References 32 publications

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Influence of Flair Factors on Compensation – Balancing Contributions and Pay Equity

Spiritual Intelligence and Its Practical Importance – Insights from Islam

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