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Measuring Innovation Potential: Traits that Predict Unique Thought

Wanda Tiefenbacher

Innovation potential: Why and how to strengthen traits that predict unique thought

Innovation potential is the ability of a person to think in a unique and boundary breaking way. More than just creativity, innovation potential speaks to an individual’s capacity to generate novel and useful ideas that can inspire others and produce growth.

Creativity, Innovation, Employee selection, Five Factor Model (FFM), Diversity and Inclusion, Unique thinking, Evidence-based Innovation Management

Competency-Based Hiring rely on competency frameworks developed by an organization and can be used in selection and assessment processes

Dr. Annette Towler

Competencies and competency models: What is it and how professionals can benefit from competency frameworks

This CQ Dossier describes the foundation of competencies and competency models and how they can be used by professionals.

Evidence-based HR, Employee selection, Competency

This CQ Dossiers addresses job performance from an evidence-based management point of view.

Dr. Markus Nini

Job performance: Why task and contextual performance matter from an Evidence-based Management perspective

Job performance (sometimes also called work performance) is a widely used tool in management, however organizations rarely address what it really is, which dimensions it includes, and in which areas of work it becomes important.

Job performance, Contextual performance, Personality, Employee selection

Technology enables a set of new selection methods

Dr. Annette Towler

Selection processes in the digital age: Which innovative selection methods do really add value?

Rapid changes in technology have impacted the way in which selection processes take place. We have a look at the three major trends in selection and assessment in this CQ Dossier.

Employee selection

Innovative teams need member that are both creative and team players

Dr. Erika Price

Composing innovative teams for creative insight: How to form innovative groups and manage them

In most professional settings, doing innovative, meaningful work requires effective collaboration with a team. This CQ Dossier provides an overview of evidence-based practices to form innovative groups.

Innovation, Creativity, Diversity and Inclusion, Team Building, Team Dynamics, Employee selection, Evidence-based Innovation Management

Proper selection methods support organizations to hire top talent and gain a competitive advantage

Dr. Annette Towler

Challenging Myths about Selection and Recruitment. Which selection methods do really make a difference?

Many organizations use selection methods that are not valid based on myths surrounding selection and recruitment. This CQ Dossier describes and challenges those myths and provides an overview of different selection approaches and their effectiveness to predict job performance.

Evidence-based HR, Employee selection, Cognitive ability, Personality

Structured interviews are a cost effective selection method to predict job performance

Dr. Annette Towler

Structured interviews as selection method to predict job performance

This CQ Dossier describes how organizations can utilize structured interviews to attract and retain talented personnel. In particular, it focuses on general cognitive ability (IQ) and how HR professionals can utilize situational structured interviews to assess those competencies that are reflective of an applicant’s IQ.

Evidence-based HR, Employee selection, Cognitive ability

Toxic leadership can disrupt effective performance management systems when not addressed properly

Dr. Annette Towler

How Toxic Leadership can Undermine and Destroy Effective Performance Management Systems

Most of the research on leader effectiveness has focused on the positive side of leader behavior. However, there is evidence that toxic leaders can seriously undermine organizational life through creating a climate of intolerance and incivility. This CQ Dossier describes toxic leadership and how this negative form of leadership can disrupt effective performance management.

Performance management, Dark traits, Narcissism, Machiavellianism, Toxic leadership, Performance appraisal, Employee selection