Staff are one of your company’s most valuable assets. Whether your business is expanding and you need to fill a new position, you require a new recruit to quickly fit into the culture of an established team or you want to find someone that will inject the inspiration and motivation back into a flagging department – it’s essential you get your resourcing right, first time.
But do the traditional processes of reference taking and interviewing really dig deep enough to ensure you select the right candidate?
A reference, to some degree allows you to ‘tick the box’ that your candidate’s previous employer was satisfied with their performance. And the interview process enables you to ask the candidate pertinent questions regarding their working performance and behaviour. But even if they seem good at their current position, how do you know that they will be brilliant at your job and fit into the culture of your organisation?
How you can add depth and meaning to your candidate selection process?
Candidate profiling is becoming an increasingly popular recruiting tool because it provides a more precise account of whether a candidate will be a good fit within your organisation.
The profiling system used by Wote St. Employment Bureau requires the candidate to take a short online assessment. A series of questions will be presented to candidate who must then choose the pre-selected one worded answers that most and least describe their behaviour at work. The test takes around eight minutes to complete and the results are then compiled by the system and analysed by one of Wote St. professionally trained profilers.
How does profiling work?
The profiling distinguishes four behavioural styles which are as follows:
An individual can have a mix of behavioural styles (i.e. high ISC) or can prefer just one style (i.e. high I)
It is also interesting that different cultures sometimes have a bias towards a certain behaviour at work For example, Germany has a high population of “Cs”. Germans tend to be motivated by process and procedure and happily comply with rules and regulations (it figures why they have such a good reputation for quality car manufacturing and their public transport always arrives on time!).
A candidate’s profile report will present three graphs, which highlights the candidate’s:
The three combined indicate how a candidate behaves in these three situations and any issues that may arise from extreme changes in behaviour.
A trained profiler can then examine the analysis to identify if a candidate’s preferred work style is a good fit for the requirements of the role, the culture of the organisation and the department they will work within.
Click here to view a sample profile
Examples of how candidate profiling could improve your candidate selection process
Great track record at sales, but will they cope with long car journeys on their own?
If you were looking to recruit a Sales Manager, you may take for granted that because they have previous sales management experience they won’t be bothered by long car journeys, alone, from one end of the country to another. In the interview they may indicate that high levels of driving for business doesn’t bother them, but using profiling could highlight they have a high I work style. Fantastic you think because people with a high I work style love to socialise, can have the gift of the gab and that’s great for sales. However, on the flip side, it also means they are probably not great fans of their own company and so spending hours alone in the car could affect their performance. If their behaviour under pressure graph shows they can project a more arrogant and aggressive nature in stressful situations, will this put potential customers off and demotivate your Sales Manager?
Armed with this information, you can address these points in more depth during the interview process and shed light on any problems that may occur if you gave them the job.
Mr or Mrs Motivator required
Your team are uninspired and morale is low. What you need is someone that can consistently drive the team forward. It’s easy to be all-inspiring at an interview, but will the fire go out in a few months when they are faced with team challenges? Hiring someone with a High D work style will inject that motivation with authority into the team. But, how do they react under extreme work pressure and you really need them to pick up the teams spirits? If their profile report shows their personality switches to a High C work style then the motivation and drive traits could be lost and your team is left without the right leader!
Wote St. Employment Bureau profiles EVERY candidate and can offer an extensive range of profiling services for your business.
Top five uses for profiling
Contact the Wote St. Employment Bureau team on 01256 811 818 if you would like to find out more information about how profiling could improve your candidate selection.
For more information about employee profiling visit the Thomas International website
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