Profiles International - Imagine Great People®
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1.866.751.1644 | Request Quote | Request Demo | | Blog |
Matching an employee with the right customer-facing position is based upon
the individual’s personality, skills, fit with the company and fit with the team.
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Companies want people who fit their work culture. Several elements must be considered, including the candidate’s personality, work style, goals, and skill set. When hiring someone, it is important to consider:
Learn how to find people who fit your
work culture.
Employee assessments are like match-making widgets for organizations. Companies can look at a person's preferences and personality traits to determine if she would be an appropriate fit for the existing work culture. It would be catastrophic to hire someone who opposes the majority of the standards set by the work environment. For example, some employees prefer a structured work environment in which they work Monday through Friday, take an hour for lunch, and always know the nature of their job. Other employees prefer flex-time options, do not mind working over forty hours a week, and embrace continual adjustments to their job descriptions. Assessments can help you understand the deepest levels of a person. Both types of people may serve a purpose in your company’s structure. It is important that you know how people prefer to work so that they are able to be productive in your organization.
Assessments provide organizations with information regarding a person’s occupational interests and motivational intensity. This allows hiring managers to ask candidates specific questions related to their professional ambitions. It also helps companies proactively implement development and succession plans after the initial hiring phase. If a person requires development but the company won’t provide development opportunities, everyone will be disappointed. Time and money will be lost on something that could have been prevented. There is power in knowledge. If a company hires a person knowing that she would like to learn more so that she can advance, then it is more likely that the employee will invest herself in the company’s success. You cannot groom employees to be future leaders if you do not take the time to ask them about their goals.
Your candidate may have the education required for a particular position, but does he have the skill set? Your candidate may have the education and skill set for a particular job, but does he have the interest? A resume will give you information about education and work experience. Assessments will verify that the candidate has the skills he claims to have. Profiles Skills Tests™ evaluate an employee’s skills. Assessments will also evaluate the applicant’s interest in and aptitude for the position. ProfileXT® evaluates learning style, behavior, and occupational interests while Profiles Performance Indicator™ reveals information about an individual’s personality and how they are motivated. Once you find the candidate that has all of the necessary components, you need to make sure that the person is a good fit for the team he is joining.
Balance is the key to creating effective teams, and organizations should look for team players who complement their teammates. Assessments can enable you to find an employee with the necessary attributes to add to the team’s ability to innovate. Diversity enhances team experiences, and assessments can help you determine who on the team has the ability, brings unique value, and can be most productive. The Team Analysis Report from Profiles Performance Indicator™ compiles all individual assessment results, and provides an overview of the team’s strengths and weaknesses. If team members understand both themselves and their teammates, they are more likely to work in harmony.
Assessments help you find people who fit the job, the team, and the company's work culture. Smart organizations should implement assessments to enhance and improve their talent management strategy.
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