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@garydumais
Executive interview coach Dr. Gary Dumais knows what it takes to qualify for high-level positions. Practice interview and test with the best!
What’s your favorite interview question? Mine is: "How do others misperceive you?" It reveals insight, empathy, and enlightening responses.
For executive interview coaching, check out: https://execinterviewcoach.com
To succeed, we must fail. Embrace mistakes and learn from them.
Posts on social media and the internet can unfairly keep good job candidates from being hired. Dr. Gary Dumais, Philadelphia based Business Psychologist, outlines why social media can weigh too heavily in hiring decisions, and what can be done about it.
Business Psychologist Dr. Gary Dumais, Psy.D., SPHR explains how social media can bias hiring decisions.
A clip of Dr. Gary Dumais, Business Psychologist, discussing the difference between physical and relational aggression, and the factors contributing to the g...
How bad is Relational Aggression or “mean girl” bullying in the workplace? Dr. Gary Dumais, Business Psychologist & Human Resource Consultant summarizes the growing problem.
Constructive feedback is helpful to the person it’s given to. It can be positive feedback (e.g., “You’re doing a great job”) or negative feedback (e.g., “Here’s how you can do a better job…”). In contrast, weaponized feedback is harmful to the person it’s given to, and it can be used to exploit them. Worse, weaponized […]
Have you ever felt like so-called “constructive feedback” was being used to undermine you? In this article, Business Psychologist & Human Resource consultant Dr. Gary Dumais explains how feedback can be weaponized in the workplace.
What if I asked you to describe yourself in three words? You might say, “smart, responsible, and caring”. What if I then produced a “predictive” report saying something about you like: “At work, you are likely to be a good problem-solver (smart) who can be counted on to follow-through on your commitments (responsible), while also attending to […]
Have you ever had to take a personality test for a job? Have you ever wondered if they’re accurate? Gary Dumais, Business Psychologist & Human Resource Consultant gives his advice.
I’ve interviewed thousands of job candidates as a Business Psychologist and Human Resource consultant. In this article, I’m going to share some advice about how to prepare and respond to a common job interview method: behavioral and situational questions. What is a Behavioral or Situational Interview? Behavioral interviewing is also known as situational interviewing or the […]
Have a job interview? Here’s some advice from a Business Psychologist - Dr. Gary Dumais, Psy.D., SPHR - he’s interviewed thousands of people for jobs at all levels.
In this video clip, Business Psychologist Gary Dumais shares his views about Artificial Intelligence (AI) being used to make hiring and other Human Resource decisions.
Artificial Intelligence is being used to make important decisions about people - like who to hire. In this video, Business Psychologist Dr. Gary Dumais shares his views about using AI in Human Resources.
We’ve all witnessed it: smart people like executives, doctors, and leaders making bad decisions – some of which were catastrophic. The Space Shuttle Challenger explosion in 1986 is one tragic example. Official investigations concluded that, due to pressure to launch on schedule, NASA and other experts overlooked the dangers of launching the space shuttle in […]
Ever wonder why smart people still make stupid decisions? Here’s an explanation by Dr. Gary Dumais, Business Psychologist.
Meet Dr Gary Dumais, Philadelpia Business Psychologist
Business Psychologist ROI?
Good news to brighten your holiday weekend
Are Business Psychologists at small consulting firms better?
How To Be More Innovative? – take a shower | Gary Dumais, Psy.D., SPHR
Have you ever heard someone say, “My best ideas come to me in the shower”, or experienced something similar yourself?
In my work as an Executive Coach, managers and business leaders often ask me how they can become more innovative, as their success depends on thinking creatively and generating “out-of-the-box” ideas.
So, I usually begin by reminding them that innovative thinking requires thinking, and thinking requires time, and time to think is something people no longer have in modern society…except, perhaps, for a few minutes in the shower.
For example, consider some of the most prolific inventors throughout history, such as Leonardo Da Vinci, Thomas Edison, and Nicola Tesla. They lived in eras free from time-wasting distractions such as television, or time-sucking responsibilities like sixty-hour workweeks and responding to emails on nights and weekends. In other words, they had time to wonder, ponder, tinker, experiment, and build upon their ideas. -And that’s exactly what they did.
Now consider the everyday lives of most people today. Especially when you add-in family obligations on top of work responsibilities, there isn’t even enough time left for sleep, let alone thinking and innovating.
And what do we do when we do get a moment to ourselves? Scroll endlessly through social media? Binge watch Netflix? Whatever it is, it isn’t letting our minds wander freely while observing and contemplating our thoughts…until, perhaps, we take a shower.
Although with the advent of waterproof smart phones, it’s possible those precious few minutes to think in the shower will disappear as well. Heck, cell phone use is already commonplace in the bathroom!
With all that in mind, the first step to becoming more innovative is to make time to think, free from interruption and distraction. -Far easier said than done, given our busy lives.
Yet, in many ways, carving out time to think (and I mean literally scheduling an hour on your calendar to do nothing but stare out the window) is just as important as taking an hour to respond to emails, especially if people look to you to generate innovative ideas or new perspectives.
So, I invite you to give it a try after reading this article, even if only for a few minutes. Turn off all distractions (like your cell phone and computer), relax comfortably in uninterrupted silence, let your thoughts wander freely, and simply observe them as they unfold…it’ll facilitate innovative thinking, and you may be surprised about what comes to mind!
The post How To Be More Innovative? – take a shower | Gary Dumais, Psy.D., SPHR appeared first on Gary Dumais.
Business psychologists Gary Dumais, Psy.D., SPHR, and Mickey Fineberg, Ph.D., discuss best practices in employee assessment and candidate selection.
Ever wonder what experienced business psychologists have to say about assessing job candidates?
Experts vs. Tools | Employee Assessment | Gary Dumais, Psy.D., SPHR
If you had a serious medical or legal problem, you’d seek the best physician or lawyer you could find. Notice you’d be focused on finding the right person; ideally an expert with the right credentials and experience to resolve your problem. Especially when matters are complex and there’s a lot at stake, consulting with experts is the smart way to go.
The same is true when a company seeks to reduce the costs of bad hires by using employee assessments (e.g., psychological tests) to gauge a candidate’s fit for a role. Understanding a candidate’s personality characteristics, reasoning skills, and suitability for a job is very complex, and there’s a lot at stake. As such, it’s wise for a company to seek an expert with the credentials and experience required to evaluate applicants and minimize bad hiring decisions.
And that’s exactly what many successful companies do – utilize the best person/expert they can find to assess their job candidates, especially for mission-critical roles (managers, senior leaders, etc.).
However, in my work as a business psychologist, I’ve noticed a disturbing trend in which some companies are mistakenly shifting their reliance away from experts and on to tools. By “tools”, I mean online tests that companies can administer on their own (e.g., without expert consultation and interpretation). These assessments usually produce computer-generated reports about an applicant’s personality characteristics, and are marketed as being quick and inexpensive.
While I support companies’ ongoing endeavor to reduce costs, doing psychological profiling without a psychologist is like diagnosing a medical condition without a doctor or going to court without an attorney: it’s likely to be far more costly in the long-run.
With all that in mind, I recommend that companies consider the following when looking for an expert to help them with job candidate assessment and selection:
Education and credentials – Most people wouldn’t take legal advice from someone without a law degree, or medical advice from someone without a medical degree. The same principle holds true when seeking advice about evaluating candidates’ personality characteristics and cognitive abilities: look for professionals with advanced degrees in psychology, as it is the scientific study of the human mind and its functions.
Further, certain disciplines within psychology tend to have a greater focus on personality and cognitive assessment than others, such as clinical psychology, school psychology, and neuropsychology. Psychologists educated in these practice areas usually have deep expertise in use of psychological tests.
In addition, be careful not to assume that a consultant is well-credentialed because she or he works for a well-established consulting firm. As there are relatively few doctoral-level psychologists working in the business sector, many consulting firms try to cut-corners by hiring people with business degrees and then training them in specific psychological assessments. Here again, there is a shift away from experts and on to tools. Especially if you are a Human Resources professional or business owner, I strongly recommend that you do your due diligence and ask consultants (and assessment vendors) about their education and credentials.
Experience and wisdom – One of my favorite proverbs is: “Knowledge is knowing what to say. Wisdom is knowing when to say it”. Having the right education, credentials, and technical knowledge are not enough to be an expert consultant in job candidate assessment. Rather, true experts also need to be adept at considering things such as a company’s culture, team dynamics, business strategy, etc., when interpreting the results of psychological testing and drawing conclusions about a candidate’s fit for a role.
Similarly, it’s important for a consultant to have business experience, and to understand how psychological test data applies in business contexts. With that in mind, I caution against relying on consultants with limited employee assessment experience (e.g., less than five years), or with “lopsided experience” (e.g., all academic, or all business, rather than a balance of both).
Tailored solutions – Finally, a person who tries to convince you that his or her product/test is exactly what you need is essentially a salesperson. In contrast, a person who listens to your needs and then tailors a solution to meet them is a consultant. An expert in candidate evaluation (like a business psychologist) will seek to understand your needs, challenges, and goals, and will recommend the right psychological assessments and process accordingly.
For more information about candidate assessment, business psychology, and the like, please visit my website.
The post Experts vs. Tools | Employee Assessment | Gary Dumais, Psy.D., SPHR appeared first on Gary Dumais.
I've interviewed thousands of job candidates as a Business Psychologist and Human Resource professional. In this article, I'm going to share some advice about how to prepare for and respond to behavioral job interview questions.
How to prepare for a job interview