Information on funding
Staffly sp. z o.o. implements a project called: "Conducting R&D work on the technology of temporary work matchmaking based on psychometric and personality factors" as part of the grant in accordance with the project: „303 Innovation Fund”
Project goal: Development of technology that will enable in-depth analysis and profiling of portal users for the purpose of better matching orders in order to increase the efficiency of their work.
Co-financing of the grant project: PLN 800,000 PLN
Project co-financed by the European Union from the European Regional Development Fund and the National Center for Research and Development under the Smart Growth Programme.
Theoretical assumptions
of Staffly tools
Main theory
Intelligences
The tool includes: behavioral indicators related to theories in the field of emotional and social intelligence (Goleman), references to multiple intelligences (Gardner) and aspects of cognitive functioning (memory, attention, perceptiveness)
MoreMain theory
Intelligences
The tool includes behavioral indicators relating to theories in the following fields:
- Emotional and Social Intelligence (Goleman) as a factor influencing good adaptation to the environment, taking into account personal and social competencies (self-awareness, self-regulation, acceptance, empathy, social intelligence, after: Matczak). Emotional and social intelligence found their place in the tool because of the broad impact of IE on interpersonal and team functioning and the predictors of private and professional success flowing from a high rate of emotional intelligence (Goleman research, Harvard graduates), moreover, it is one of the competencies of the future (2030) according to the World Economic Forum
- References to multiple intelligences (Gardner)
The tool adopted a definition of intelligence understood as an adaptive resource, “the ability to solve problems or to create products valued in a particular cultural environment or community” (1993) (Zimbardo). Multiple intelligences was one of the theoretical inspirations related to adaptation, the broad abilities that can be used in the workplace (logical-mathematical, linguistic, spatial/visual, musical, bodily-kinesthetic, interpersonal/social, natural, intrapersonal) - Aspects of cognitive functioning (memory, attention, perceptiveness – selected tests)
Creativity
Creative thinking expresses itself in operations such as seeking new and unusual solutions, generating new ideas (e.g., for quality improvement and development), unusual applications of existing elements or spontaneous conjecture (Torrance).
MoreMain theory
Creativity
Creative thinking expresses itself on operations such as searching for new, unusual solutions, generating new ideas (e.g., for quality improvement and development), unusual applications of existing elements or spontaneous conjecture (Torrance).
Also important in understanding creativity was Teresa Amabile’s theory of creativity components, according to which creativity occurs when the following criteria are met:
- something new is created, something that did not work before (idea, product, solution),
- it is useful/fit for specific purposes,
- it is created by one person or a small group of people working together.
The theory of creativity components developed by Amabile assumes that the level of effectiveness of creation is not always at the same level. There are factors that influence whether conditions will be favorable to creativity or the opposite. These are:
- skills, knowledge, experience in a particular field/topic of activity,
- intrinsic desire to act, motivation,
- personality factors, cognitive abilities,
- external factors, environment.
Extraversion
It is defined as a personality trait characterized by openness, assertiveness, activity, seeking new experiences and comfort with the need to be with other people.
More about extraversionThe Big Five
Extraversion
It is defined as a personality trait characterized by openness, assertiveness, activity, seeking new experiences and comfort with the need to be with other people. Extraversion is contrasted with introversion, in which individuals prefer to stay and experience experiences (or feel more comfortable) alone. People who declare themselves to be extroverts may have a need to be in a group, to explore, and to seek out new experiences in which they can prove themselves socially by being with other people. The highly extroverted may feel uncomfortable staying for long periods of time (e.g., at work) without contact with other people.
Extraversion and introversion refer to the orientation of preferred functioning – in an external (interpersonal) or internal (intrapersonal) direction.
It may be that in some situations, people who consider themselves extroverts may describe themselves as “more” introverted, so tests can help determine a person’s preference for being extroverted or introverted, which affects the preference toward doing work collaboratively or individually, and aspects related to the need for social stimulation (the need to be in a group) or working individually.
Neuroticism
→ Emotional stability
Neuroticism is defined as the tendency to experience heightened tension due to accompanying emotions and stress. Neuroticism is understood as experiencing negative affect prolonged over time or at elevated levels.
More about neuroticismThe Big Five
Neuroticism → Emotional stability:
Defined as the tendency to experience heightened tension due to accompanying emotions and stress. Neuroticism is understood as experiencing negative affect prolonged over time or at elevated levels.
It can occur in varying degrees of severity. High neuroticism may be associated with more frequent experience of anxiety, fear, depressed mood, and more frequent and intense experience of stress, which may impede social functioning, but is not in any way exclusionary. The model uses the term and concept of emotional stability as a desirable trait in the job profile.
Emotional stability is understood as the ability to experience emotions at an acceptable (comfortable) level, the ability to change one’s perspective in a stressful situation, the ability to discharge emotions and stress in a socially acceptable way, experiencing (e.g. professional situations such as talking to a client or speaking in front of a group) challenges without excessive emotional strain.
Agreeableness
It is defined as the ability to adjust and seek for compromises. It manifests itself, for example, through: kindness, altruism, modesty, submissiveness, tactfulness, flexibility.
More about agreeablenessThe Big Five
Agreeableness
It is defined as the ability to adjust and seek compromises. It manifests itself, for example: kindness, altruism, modesty, docility, tactfulness, flexibility.
These individuals may have a positive outlook on human nature and communicate with others in a friendly manner. They are able to get along well with the need to cooperate with others. They are able to put the interests of others above their own responsibilities or needs.
People with high levels of agreeableness often strive for social harmony. For agreeable people, good relationships with others are very important. They may be eager to help and assume that people are honest and trustworthy. Agreeableness is a great advantage during the formation and formation of a team in a company. It is through it that harmony can be maintained on the employee level. It can be a handicap in those professional situations that will require difficult and objective decisions or assertiveness is required.
Conscientiousness
Conscientiousness is understood as self-discipline and a desire for organization and order. Conscientious people feel comfortable when they can follow a set plan. They meticulously plan their actions, which can involve persistence in pursuit of a goal.
More about conscientiousnessThe Big Five
Conscientiousness
Conscientiousness is understood as self-discipline and a desire for organization and order. Conscientious people feel comfortable when they can follow a set plan. They meticulously plan their activities, which may involve persistence in pursuit of a goal.
These individuals are characterized by responsibility, reliability, and conscientiousness. People with a high conscientiousness score can prove themselves in setting and achieving long-term goals. They can (or are willing to learn) to skillfully and effectively plan an entire plan of action to achieve their goals. They are perceived by others as responsible, meticulous and reliable.
Openness
to experience
Openness refers to six different aspects; imagination, aesthetics, feelings, action, and openness to ideas and values. People who are open to experience are eager to try new experiences, they are endowed with imagination, they have no problem dreaming and then carrying out step-by-step tasks to meet their goals, they show interest in learning, developing or meeting new people and gaining new experiences.
More about openness to experienceThe Big Five
Openness to experience
Openness refers to six different aspects; imagination, aesthetics, feelings, action, and openness to ideas and values. People who are open to experience are eager to try new experiences, are endowed with imagination, have no problem dreaming and then carrying out step-by-step tasks to meet their goals, and show interest in learning, developing or meeting new people and gaining new experiences.
The opposite of openness is rigidity, which blocks taking on challenges and curiosity about the world, associated with, for example, traveling, meeting people, learning new things.
Openness also refers to the inner world. Open-minded people want to learn about themselves, try to understand their emotions, what their causes and consequences are. Open-minded people are eager to acquire new knowledge, do not close themselves off to foreign values, and their views are not extremely conservative. Openness to aesthetics is related to the desire to create and interact with art and beauty.
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Join companies using
Staffly psychometric tools
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Fintech Summit Awards 2021
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Symbol of Innovation 2022
