Selection
Our database of HR & Training professionals in Wales is second to none, and now we can offer you Job Profiler™ and online Personality Performance Indicator™ reports to assist you in your recruitment decisions. In essence, these reports can assist in the analysis of whether the shortlisted candidates have the necessary personality traits to successfully fit in and perform in your role.Job Profiler™
You’ve
probably considered the sort of personality that you would like to
recruit, but have you actually tested for it? Are your thoughts the
same as your Manager’s, or your sub-ordinates? Why not find out?
Job Profiler™ is a powerful tool designed to take the guesswork out of the most intangible element in any recruitment process....personality.
Job Profiler™ will ask you to answer 24 questions regarding the role you are recruiting into. Ideally, the test can be taken by your Manager too. This will help to identify the type of personality that you feel is important for the recruit to be successful, and will also highlight any discrepancies that may exist between you and your Manager and/or your team. Should differences exist between what you feel is needed, it allows you to have further discussions and gain agreement before conducting interviews avoiding the prospect of wasting time on meeting inappropriate candidates.
Once your Job Profile has been compiled and agreed,
Human Resourcing will discuss the results with you and then take these
specifics and actively test for relevant personality traits in
candidates.
Online Personality Performance Indicator™
Human Resourcing Limited has teamed up with Human Capital Development in order to provide our customers with the opportunity to receive in-depth personality profiles on shortlisted candidates.
The questionnaire is conducted online and reports are
subsequently compiled. The reports, which are typically 10 pages or so
in length, give a deep understanding of work personality, including
likely strengths, weaknesses, interpersonal skills and learning style.
It also looks at the candidate’s perception of their current role and
their potential behaviour when placed under pressure.
Most importantly, it acts as a highly effective way of getting past the “interviewee facade”, so that the real interview can commence.