Thursday, October 31, 2013
Julie Page HR Ltd – Newsletter October 2013
Firstly, those of you who have spoken directly with me over the last few months will know I moved house in the summer and lost access to my computer for several weeks leaving me focusing on clients work priorities rather than monthly Newsletters. I am pleased to say I am now up and running normally once more and apologise for the disappearance of these monthly communications.
I would like to recommence dialogue with talking about a topical point as always, recruitment; it never goes away does it…!?
When it comes to recruiting, we all know how crucial it is to choose an applicant with a great set of skills and qualifications so they can perform your tasks quickly and efficiently. However, what this newsletter will highlight is the role of Personality Profiling when recruiting and how a candidate’s personality can account for just as much, if not more, than their academic achievements.
In a recent article, Richard Branson stated that “the first thing to look for when searching for a great employee is somebody with a personality that fits with your Company culture.” Although a candidate may look appealing on paper, these qualifications need to be twinned with a winning personality and someone who is a team player.
It would appear that Branson is not the only major entrepreneur who believes that personality is key when hiring. Google’s VP of People Operations, Laszlo Bock, revealed in an interview with the New York Times, that a candidate’s ability to perform within an organisation is entirely different to how they would have performed in school.
Bock recommends that behavioural interviews are the most effective for finding the perfect candidate. These interviews include questions which asked candidates how they have reacted in certain situations, such as; “Tell me about a time when you solved an analytically difficult problem.” By asking such questions, the interviewer can gain an insight into the candidate’s own experiences and it therefore gives them a sense of what the candidate perceives to be a difficult situation.
We all know that interviews are a great way of capturing a brief insight into a person’s behaviour, experience and their ability to act in certain situations. However, an increasing amount of companies are also using personality profiles to gain more qualitative information on potential and current employees.
Personality profiles are cost effective and beneficial to the recruitment process. Profiling is available by myself as a service to help identify key strengths and weaknesses of a candidate and to assess how they would integrate into a company. This section will cover a brief overview of the personality profiling process and how it can benefit employers. Further information can also be found on www.juliepagehr.co.uk/services/staff-profiling
What do Personality Profiles do?
Personality profiles do not focus on a candidate’s academic qualifications but instead identify their personal attributes, personality traits and emotional intelligence. This establishes a number of things about their personality for example:
- How a person interacts in particular environments
- What role they adopt in team meetings
- How they handle both negative and positive situations
- Whether they have an eye for detail
- Their specific leadership style
- Their empathy and sensitivity to criticism!
How do personality profiles work?
To complete the personality profile the candidate is given approx. 30-40 minutes in their own time, to complete an online questionnaire. The assessment has 48 stages and within each stage is a set of 5 statements. The candidate must choose which statement describes them the most and which statement describes them the least.
Within the assessment similar questions will arise. These measure how consistently the candidate is answering the questions. By choosing which statements best describe you and which statements do not apply to your personality; a profile will be built up about how you behave in certain situations and how you adapt in a working environment. This accurately builds a picture of your personality, your emotional intelligence and your preferred work style.
What are the benefits of personality profiles?
- Personality profiles eliminate bias and the personal, often subjective perspective of the interviewer. This is because the test comprises a set of questions already chosen to get the most reliable results from the candidate.
- In addition they help employers to use psychology to match a candidate’s emotional intelligence to a specific job role. This results in the right balance of personalities within a working team.
- Teamwork is important within every company as there is always a network of people working towards a common goal. Profiles assess a candidate’s ability to work within such a team.
- Finally, as well as helping employers in the recruitment process, personality profiles can be useful in gaining information on current employees to highlight where employees excel and where they may need further training/coaching to develop their skills.
I hope this newsletter has given you a taster of how Personality Profiling can provide a professional, reliable service which gives you, the employer, an invaluable insight into a candidate’s or current employee’s personal characteristics and work preferences. My role is to interpret the results from the online test via individual feedback with the candidate or current employee, which in turn allows you, as the employer, to understand the strengths of candidates and employees and how to utilise them most efficiently within your company and team.
Julie Page, an experienced HR & Training Specialist, works with Companies of all sizes to ensure they work with Employment Legislation, Best Practice and their own Aims and Objectives to maximise their Business Potential through their Staff.
To find out more about the contents of this Newsletter or ways in which Julie can work with you for your HR and staffing requirements, please contact her on 07776 135350 or through this website for an initial discussion and free consultation.
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