High conflict personalities (HCPs) create chaos and conflict in the workplace. They are the people most likely to lie, mislead, damage property, harm an organization's reputation, embezzle, or even become violent. Their behavior creates a huge time suck for everyone around them, including management and human resources. HCPs create stress and conflict that destroys morale and often results in attrition by other employees, who may feel unsupported by management and see no viable options for staying. Needless to say, HCPs can torpedo an organization's competitive advantage.
How do we end up hiring people with high conflict personalities? Why do we keep them? Because we don't recognize them until the damage is done. In the hiring phase, we focus on a candidate's CV and past performance, but we may neglect an equally important factor: personality. We make decisions based on incomplete information, biased understanding, and sometimes strong emotion.
HCPs may seem stealthy, but the truth is, they are predictable, and you can learn to detect them. In Hiring Radar, high conflict experts Bill Eddy and Megan Hunter show you how to recognize
1. Red flags in the CV, resume, and application
2. Warning signs in the interview
3. Clues from references and background checks
4. Your own potential blind spots
With hiring radar, you can keep your organization on course by spotting hazards in time - before you bring a high conflict personality on board.
Bill Eddy, LCSW, Esq., is Chief Innovation Officer of the High Conflict Institute. Megan Hunter, MBA, is CEO of the High Conflict Institute.
About the Author: Megan Hunter holds an MBA and is a speaker, trainer, and consultant on managing high conflict disputes and challenging people. She is the CEO and co-founder of the High Conflict Institute and founder and publisher at Unhooked Media. She is the author or co-author of five books and has given presentations across the United States and worldwide. Megan lives in Scottsdale, Arizona with her husband.
