Share on linkedin
Share on facebook
Share on whatsapp
Share on twitter
Share on email

Does your recruitment process include this essential component?

Square peg into round hole

There are many components that can go into a recruitment process. Today, we’d like to focus on one in particular: Personality Profiling, why you need it, what it is and how you go about choosing the right system for your needs.

Why you need it:

A lot of time and resources go into finding the right fit for every role. It could take weeks, depending on the role, to get someone trained up only to find they aren’t able to meet your realistic expectations.

On further review, you start noticing some traits that previous unsuccessful team members also displayed. It’s only a matter of time before they might choose to leave or you’re forced to show them the door. This can happen time and time again until some feel it’s just ‘the way it is’ for everyone, right? Fortunately, that isn’t the case.

What it is:

Ever have this thought: “Remember when [insert a previous star performer’s name here] used to do this role?”  Usually a memory of when everything just worked, when there wasn’t a need to micromanage that role. It’s almost like the person could read your mind and they always seemed to do the right thing.

How about if you were able to find a “clone” of them? Now we all know that’s not possible, but how about finding someone that possesses the same key traits? That’s where personality profiling can transform your recruitment process.

Each role requires a specific set of traits and characteristics, so understanding those and being able to find a candidate that possesses them, will give you and your new recruit the best chance of success. Personality profiling helps you gauge the traits and characteristics a person has, upfront, and helps you select the candidate that’s best matched.

If a role is process driven and repetitive, why place someone in it who is creative and likes to challenge the status quo? If a role requires a leader and decision maker, why fill it with someone who is naturally indecisive and a follower?

It seems so simple and straight forward, and to some degree we all try to assess people in this way consciously or subconsciously. A personality profile gives us a standardised way of approaching this where we can better understand and measure our effectiveness in hiring a star recruit, based on their traits and characteristics, for the role we’re looking to fill.

How you go about choosing a system:

There are many personality profiling systems out there, so how do you choose? In our experience, it’s best to go with the one you feel is right for you. For us, simplicity is a friend. The more complex the system is, the more temptation there is to overcomplicate.

Talk to us about training your hiring team on personality profiling, alternatively, we can also open discussions around this when presenting recommendations from our Business Assessment.

Business insights

Not receiving your weekly dose of Lean Logic business improvement articles? Subscribe below for more articles like this one delivered straight to your inbox.