Finding “The One”

 
 
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And Hire an Esquire’s Upcoming Product Release

Hopefully, you’ve had at least one.

Maybe it was your first, or maybe it was after you were more experienced. You woke up excited and finally felt like you fit—maybe even that you had found your reason for being.

Have you ever wondered why some jobs feel so right and others feel so wrong?

While there are toxic work environments and toxic people, in most work environments some will thrive where others wither. At Hire an Esquire we’ve spent a lot of time (and research) figuring out why this is and how to fix it.  And we’re excited to announce our upcoming product releases that will help you find the perfect job(s) more quickly and consistently— here’s why and how:

It’s not you, it’s (not necessarily) them

One of the 3 key intrinsic non-financial motivators at a job is  “Mastery”— a fancy way of saying that (surprise!) people like doing what they’re good at— and the sense of accomplishment that comes from gradually getting even better at it.

And a growing volume of  Industrial and Organizational (I/O) psychologists find certain personality traits can predispose us to excel (or flounder) in certain work environments and roles. For example—some thrive in a work environment or role with pre-defined process and workflows —where others will feel claustrophobic and stifled.

So if you wonder why you’ve felt on top of your game at some jobs, and felt like a B player or failure in others,  it may not have been you or your organization—just a bad fit. Aligning your traits and work environment can help you thrive.

Finding “The one” or “the some”

So how does Hire an Esquire help legal professionals and law practices avoid these bad fits?

We’ve taken best practices from Industrial-Organizational psychology to develop a competency framework that assesses the traits of legal professionals and those required by specific roles and work environments—and aligns the two so that  legal professionals can thrive and law practices can create a highly productive team.

If you’re a legal professional, you’ll see our new on-platform workstyle assessments as part of your onboarding process.  

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This is one additional way that we assess and validate how your personality traits interact with the soft skills required by a specific role.

If you’re hiring legal candidates— you’ll notice this job analysis tool when posting your role that asks questions about the soft skills required by a role.  

These answers allow our algorithm to recommend qualified candidates with the specific traits that correlate to the best possible fit.

You may notice that I/O is getting a lot of buzz recently as research and organizations see more results using I/O principles in hiring. Often these processes require long, drawn-out general tests and an I/O Psychologist to examine and analyze them.

Our tools are designed to create a specifically tailored, easily digestible candidate application that can be interpreted without the expertise of an I/O psychologist. This makes this process accessible to smaller and more agile organization with limited budgets and resources.  And we only test for criteria relevant to the specific role—which creates a better experience for candidates by avoiding a long and irrelevant application process.


Saving the legal industry from mismatched jobs and hires since 2016

Our assessments are based on empirical evidence and scientific principles proven to predict attorney success—and we’ve been testing these assessments and the other methods to triangulate and validate these assessments since 2016.

If you’ve hired or been hired through Hire an Esquire you may recognize these as questions you’ve answered outside of our platform.  We waited to build these methods into your Hire an Esquire dashboard until we had seen real results.

Results since Hire an Esquire began testing Research-Backed I/O practices in 2016:

*Hire an Esquire’s I/O selection process is designed to perform equally between all racial subgroups and genders

If you’d like more information on hiring best practices, research, and our process check out this Smart Hiring Guide. Have thoughts?  We’re always up for continuing the conversation: