How often have you interviewed for a post, known what you were looking for, but not known how to select it from your candidates? Meredith Belbin, who developed the notion of ‘team roles’ recently said: ‘When you recruit the wrong person with the right qualification you are going to have a challenge in changing the individual’s preferences’. So how do you recruit someone who is a good enough fit?
If you already use assessment centres or different activities to help you assess competence, you probably use a psychometric tool. We help organisations make successful selection decisions by using DiSC as part of their approach – to explore chemistry.
Before the interview process, the sponsor completes a Role Behaviour Analysis questionnaire (RBA)about the communication characteristics (and thus behaviours) that the role needs. Candidates complete a separate questionnaire online which is their evaluation of their own communication preferences. These have proved to be remarkably accurate!
The computer-generated comparison of these 2 sets of data are displayed graphically and give the interviewer a more objective basis from which to ask questions. The tool also generates questions for the interviewer around the areas where the requirements of the role (from RBA) and the person’s profile differ, allowing exploration with candidates of their learning and development requirements and the closeness of their match for the post.
The usefulness of the personal profiles is not limited to selection. Once you have made the appointment, it includes information around ways to develop and motivate as well as identifying possible challenges for them.
Find out how we can help you by calling Jane on 01462 483798 or emailing info@3dcoaching.com
