80:20 Performance Solutions Ltd

When we make any significant investment it pays to know what we are investing in - it pays to find out as much as we can before making an important decision.  The people we recruit and our existing employees are the people in whose hands we will trust all of the resources we have as a business.  Those resources may include money, time, decisions, expensive capital equipment and frequently relationships with paying clients. 

Time spent interviewing is often only a matter of hours.  This may be plenty of time to establish technical competency but is it enough to establish attitudinal and motivational fit ?  Probably not, unless you know the right questions to ask and how to decode the answers.

By using a professional profiling tool you can eliminate post interview guesswork and avoid worrying about making a costly decision - leaving you free to focus on getting the right person in the job.  With a good profile you will be able to confidently choose the best person for the job.  

Once you have made a decision you will really know what's most important to your chosen candidate enabling you to make the job offer in the kind of language they will really understand.  Further down the line the depth of understanding generated through the hiring process will continue to pay dividends - your staff will be easier to understand, motivate and manage.

Personality profiling systems and Psychometric tests vary in terms of the method employed to gather information.  Ultimately they aim to provide information about the attributes a person posseses.  The tools we deliver are Context Specific and can be used to generate a clear understanding of what will motivate someone in that context and how they will behave in that context.

Provided there is a clear understanding of the attributes required in a given role applying a profiling step in the recruitment process is simple.  The profile can be used at any stage to match candidate attributes to those of the job role.  Desirable attributes can be matched to target the best candidates and undesirable attributes matched to filter unsuitable applicants.

We recommend that where possible Models of Excellence are used to generate a list of specific attributes that are known to be advantageous in the particular role.  This model can then be used as part of the matching and targetting process.

In answering this question we invite you to consider, for a moment, that you have as usual, applied best efforts in assessing technical competency.  This time however you have an added dimension, knowledge of how applicants are likely to respond in any of the scenarios they may encounter as an employee of your organisation. 

Perhaps you would like to know what is really most important to an interviewee, how will they handle pressure when things get tricky, how well do they work in a team, what style of management do they prefer, how will they respond to your customers, are they creative, can they follow a procedure, do they respect the rules, how do they get convinced about things .... the list goes on. 

A good profile can be used as a predictive tool and as such is perhaps far more valuable than any reference that could be taken.

In any situation where the performance of people is important, whether sustaining great results or understanding and coaching weaknesses.  

Understanding exactly what triggers motivation, how it can be sustained and knowing in advance what may undermine it is extremely powerful information.

We offer a variety of tools that can eliminate doubt.  Designed to elicit the key information that unlocks the answers to the questions you may still have.  Used in the right way and with understanding these tools are, in our opinion, far more valuable than any reference.

We offer a free consultation and trial on the tools that we use as a consultancy, if these tools are to be of value to you the results will speak for themselves.

We are also able to build in profiling as part of our recruitment service and we are qualified and certified to provide training services in the use of a number of profiling systems.