Mohsin Siddiqui, organisational psychologist

I check whether your people practices work.

Where they don’t pay back what you spend on them, I fix them or help you stop.

Three ways to work with me

ReviewThree to four weeks on what you spend most on: what each costs, what the evidence says it returns, and what to keep, fix or stop.AdvisoryLeadership assessment, hiring, leadership development and organisation design, done as a defined project or from inside your business for a set period.CoachingFor people working through a change at work or in life, from a new or bigger role to a career change or a shift in what they want next.

What working with me is like

I’ll look at the evidence first. That means your own numbers and the research, before anyone’s opinion (mine included).

You’ll get a straight answer. If the right move is to spend less, or to stop something altogether, I’ll tell you.

I’ll challenge your thinking, kindly (mostly), and I’ll expect you to challenge mine.

It should be enjoyable. One client described me as “great fun to be around”, which I’ve decided counts as a professional credential.

From Hiring Like a Grown-Up

How well each hiring method predicts job performance

Tier 1

Structured interviews 0.42

Job knowledge tests 0.40

Empirically keyed biodata 0.38

Tier 2

Work samples 0.33

General mental ability 0.31

Integrity measures 0.31

Tier 3

Unstructured interviews 0.19

Conscientiousness alone 0.19

Tier 3 is where most hiring budgets live.

Sackett et al. (2022)

From Using Psychometrics Like a Grown-Up

“Personality tests” have escaped the lab and now roam freely across leadership programmes, LinkedIn and off-sites, usually unsupervised.

My LinkedIn series takes one familiar HR practice at a time and checks it against the evidence. It shows you what working with me is like (on a good day).

Read the series