Measuring Dark Traits in Banking Industry

Identifying resources that may hamper the organization well being.

Industry/Use Case

    About

    • Indian private bank headquartered in Mumbai, offers a wide range of banking products and financial services for corporate and retail customers through a variety of delivery channels and specialized subsidiaries in the areas of personal finance, investment banking, general insurance, life insurance, and wealth management.
    • The company aimed at identifying resources that may hamper the organization well being.

    Problem

    • The company wanted to identify derailers in their eco-system who may hamper the organization work culture.
    • Considering the sensitivity of customer data the employees were handling within the organization, it was imperative for the company to identify managers/leaders who could pose a threat.
    • Identification of Top and Bottom Dark traits within the employees across all levels and demographic criteria. Dark traits lead to undesirable behavior, which in turn can result in employee disengagement.

    Solution

    • Dark traits co-vary with social skills and are difficult to detect in interviews, assessment centers or with bright side personality inventories. We thus proposed Mettl Dark Personality Inventory Tool which has the capacity to identify individuals who have core personality features that predispose them to engage in antisocial behavior.
    • The tool covers 6 Dark personality traits i.e. Opportunism, Self obsession, Insensitivity, Temperamental, Impulsiveness, Thrill seeking
    • The assessment was administered to 3000+ employees across 3 categories i.e. Clean Population, Moderate Offenders, Offenders.

    Verdict

    • Considering the assessment results pertaining to Top Dark Traits along with pre-dominant dark traits in the banking industry, Opportunisms, Impulsiveness, Insensitivity were identified as most prevalent Dark Traits.
    • Candidates from Junior Management level were highest in all traits except Thrill seeking.
    • 318 Graduate candidates were significantly higher in Opportunism than Post graduates.
    • The company was easily able to distinguish 12 resources that pose a threat to work culture and customer safety and corrective measures were taken. 372 resources were identified as borderline offenders and various training were conducted to address this.

     

     

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