Dan Maxwell
May 17, 2017

We’ve established the case for using tools you can trust i.e. that have the science behind them to be reliable.  But we’ve only talked about using them for hiring.

Every company that takes Pro.file training makes use of it for recruitment. That makes sense considering they have the tools to create job models, assess candidates and then compare the results to determine fit.  Unfortunately, most stop there.  Some see the potential to go further ….

In a recent conversation, I had just finished interpreting a candidate’s graph when the lights came on for the owner who was hiring them. He began to realize what else could be done with the insights – and he was right.

When you have job models (behavioural benchmarks) for positions in your company – plus insights into a person’s natural motivation (from the Pro.file People Survey), there are a variety of potential applications. I’ve outlined 5 in the table below.

To see if Pro.file might be useful for you:

  • check the “Scenarios” in the left column,
  • see what you could learn in the “Sample Insight column, and
  • note the tools required (People Survey or Job Model) in the last two columns.
Scenario Sample Insight

Pro.file People Survey

Pro.file Organization (Job Model)

Retention – you want to hang on to a good employee who has demonstrated strong performance. Their results tell you they are reserved and detail oriented. So you affirm their ability to carefully analyze and provide them draft copies of plans and documents for their review.

X

Coaching – one of your staff struggles with communication i.e. staying in touch with the team You discover their Sociability is -1.5 which tells you they get tired of regular interaction with others – especially when there doesn’t seem to be a point to the conversation. So you encourage them to book meetings with an outline of specific points to be covered.

X

Re-deployment – someone is struggling … and you wonder: “Could this person do better in another role?” You match their results (individual graph) against the Models for other positions to see if their might be a better characteristic fit elsewhere in your organization.

X

X

Promotion – someone demonstrates potential; do you move them into a management position? That depends. The traits required for top performance in “the next level up” are always different. Typically, you need someone with a higher level of Assertiveness willing to direct others, and someone with more “big picture” perspective to help solve problems – and not just do the work themselves.  With a job model in place for the management role, you can quickly tell if there’s potential for that person to assume greater responsibility.

X

X

Succession Planning – senior management will soon be retiring? With job models for key roles you can quickly and easily assess potential for promotion and development across the organization.

X

X

 

BTW – the ultimate answer to the question: “When to use Pro.file assessment tools?” is really quite simple … wherever you have a people issue or whenever you have a people decision.