With a global skills shortage and a pattern of key new hires not always staying in the post, is it time to consider using a scientific approach when you recruit individuals into your business-critical roles?
With consistent research informing: It’s key people, not products that grow our organisations, a greater focus on how we get the recruitment process right seems logical.
Video, structured competency based interviewing, testing methodologies and profiling tools all have evidence at their core and can provide more consistent results when we are recruiting more senior level roles for our organisations.
In today’s post, we want to explore the fascinating topic of how predictive profiling tools might be able to help organisations minimise potential hiring mistakes in the recruiting process which will be a benefit for both the employer and employee.
Why Making The Correct Decision For Key Roles Is Imperative?
Personality profiling tools have demonstrated consistently their ability to help rather than hinder the hiring process; provided they are used in conjunction with all the additional data available from each candidate.
These tools perform different functions and will give a good guide to how individuals will react in varying situations.
Picture the scenario.
Tim seems to have the perfect personality for your project manager role and demonstrates a ‘can do’ attitude in every interaction you have.
However, the analysis tool you are using indicates that based on Tim’s responses, he clearly isn’t a team player!
Imagine not having this insight? It would soon become evident that Tim wasn’t gelling with others in the team and consistent issues would likely be occurring. The consequence might be Tim deciding to move onto another organisation where the cultural expectations for managers are different.
An expensive and disruptive lesson for all.
The Power of Personality Traits
Predictive tools help to identify those ‘traits’ we all have as individuals that rarely change over time. I am sure we all know people that are better at detail than others. Or a friend who is outwardly stronger at building relationships than others. Being able to identify traits such as these could make a huge impact on how new hires become effective in your organisation
Typical tools you might have come across that are used in the hiring process for more senior roles are:
- Learning styles
Two of the most common ones used by organisations today are DISC and MBTI. Here is a brief snapshot of the two.
MBTI (Myers Brigg Type Indicator)
MBTI is one of the most popular tools in use today. Myers Briggs Type Indicator assessments are psychometric assessments that measure how people perceive the world and make decisions; incredibly important for almost every business-critical position in your organisation.
Developed back in the 1940s during World War 11, and first being used in the early 1960’s it has stood the test of time delivering insights for organisations across the globe.
It enables us to understand our preferences in experiencing the world and therefore our strengths. The main parameters being; sensation, intuition, feeling and thinking.
The DISC tool is popular with many companies, especially in today’s economy. Why? Its goal is to identify how key individuals can improve their communication, teamwork and work productivity; all important drivers in today’s working environment.
The four quadrants it analyses is as follows.
How results driven and confident is the individual? Can they accept challenges and get the job done?
How good are the individuals in forming relationships and collaborating with their team members?
Every organisation needs steady individuals who you know will deliver and are truly loyal.
Does the role you are recruiting for have this as an important ‘must exhibit skill’?
These are the ‘detail people’ who often save the day. If they need to stay an extra hour to get the job done; they do.
The good news is that we all have elements of all four quadrants though one or two may be dominant. The benefits of this tool are: it’s non-judgemental and helps individuals utilise behavioural differences.
Where To Use Profiling Tools
Though personality profiling might not be applicable across the board in organisations; it is certainly something you may want to consider in key roles; especially for department heads,managers and leaders.
Do you want to work with an experienced recruiting partner? Then get in touch by calling our Leeds office on 0113 367 2880 or Manchester 0161 661 4421. Alternatively email here.