So you’re an ENTJ. Or perhaps a High D, or a Type 7. What does that mean for your coworkers?

All of these classifications come from different types of personality tests, and they’re increasingly seeping into the workplace. HR teams might use personality assessments to recruit candidates, or develop current employees in their roles.

The latter use case is of interest to Kelly Costanza, chief people officer at CAVA, who told HR Brew her team started using personality assessments this year for talent development and management. She said she believes such assessments will be useful in helping colleagues understand how best to collaborate with one another, as well as provide additional insight for employees looking to grow their careers at the fast-casual food chain.

How CAVA is using personality assessments in the workplace. CAVA has been using a tool called Organizational Analysis & Design (OAD), which surveys candidates based on “three main requirements necessary for an individual to be successful in their role,” according to the company’s website: knowledge and education, work behaviors and traits, and skills and experience.

Keep reading here.—CV

The labor market and the end of summer certainly have one thing in common: things are getting chilly.

The Bureau of Labor Statistics posted its Job Openings and Labor Turnover Survey (JOLTS) data for August on Tuesday. The data was more proof that the labor market is continuing to cool down, as hirings and total separations fell again in August.

Diving into the data. The “Big Stay” continues to impact the job market, as employers further backed off on hiring and workers stayed put at their jobs. Total hires in August fell to 5.3 million from a downwardly revised 5.4 million the month prior. And quits fell to 3.1 million from 3.2 million in July, while layoffs and firings dropped to 1.6 million in August, down 100,000 from 1.7 million in July.

Looking ahead. The August JOLTS data continued to point to a worrying cooldown in the labor market. But Friday’s employment situation report, which will disclose total employment data for September, might show an uptick in hiring as employers usually start ramping up recruitment efforts after Labor Day. Ahead of that uptick, employers should prioritize retaining workers and flexible work offerings, Amy Glaser, SVP of business operations at recruiting firm Adecco, told HR Brew.

Keep reading here.—PM

Imagine how booked your calendar would be if you met with every employee at your company once a month.

That’s a practice followed by Annie Osinski, VP of HR at Inclusively, an HR platform focused on making hiring and retention more inclusive of employees with disabilities. Granted, the startup only has around 18 employees, but as a people team of one, Osinski says monthly meetings have helped her build relationships with and advocate for workers, and break down stereotypes about HR. While the meetings are always booked for 15 minutes, they often last as long as 30 minutes.

“I think initially people probably saw a standing meeting with HR [with] the connotations like, ‘Oh gosh, HR wants to meet with me monthly,’” she told HR Brew. “But with it, I’ve been able to establish such a nice rapport with different people.”

Keep reading here.—PM

According to Calm’s 2024 Voice of the Workplace Report, 69% of employees say their mental health has gotten worse or stayed the same in the past year. HR and benefits leaders can learn how to close this gap at our upcoming virtual event. We’ll chat with Calm’s VP of People and Director of People Ops about implementing mental health programs that can create lasting cultural change. Save your virtual seat. Register now.