https://www.instagram.com/mattwood_flicktheswitchcoach/ google-site-verification=V89ZFwlJzIH3988Ycxuj8h0PMQjVf93t8Fn2UKOmkUQ People Profiling | Flick The Switch Coaching | Australia

“You cannot build a great team without great players”​ - J.C Maxwell

Is it important to you to know your teams, know yourself intimately in order to improve performance, identify development and succession opportunities and have a long term not short term view of your business ?

Teamwork begins with Recruitment. Retention reflects Culture. Relationships drive Success

When we do not identify, measure and reflect on our teams (including ourselves), then we fail as business leaders to drive the business to it's potential

If satisfactory is enough, keep replacing staff and costs associated.

If raising potential and achieving greater goals is imperative, read on...

Purpose: eDISC in Recruitment & Structural Change.

“The first thing we look for when hiring new staff is personality. In my eyes, personality always wins over book smarts. Company knowledge and job-specific skills can be learned, but you can’t train a personality.” Richard Branson

 

 

The purpose of the Psychometric test help managers, recruiters and companies to understand who individuals are before offering a position. 

Once we know and understand a persons preferred work environment (home or office) and their development areas, we can put measures in place, such as as training plans. This ensures your recruit has the best experience possible and provides the greatest team environment working for the company. 

If we overlook these important attributes, you may find a potential recruit doesn’t enjoy the role, feels limited, expends too much energy in non-productive areas and potentially becomes over worked and stressed, loses motivation resulting in reduced productivity, business profitability, reduced teamwork and customer service standards or in the worst case they leave the role entirely which costs the business more not only in terms of lost resources, but also lost investment and continuing lack of awareness on how to make things better in the future. 

Psychometric Assessments can be critical to ensuring a great workplace culture.

 

Benefits of Psychometric Assessments for Recruitment Advisors

  1. Understand key points such as, strengths and weaknesses, before heading into the interview.

  2. Conduct a better more directed and objective interview. Observe with more precision natural behavioural competencies and understand that person’s conscious adjustment through their professional experience, i.e. appearing more outgoing to make a good first impression

  3. Assess teams to better identify the recruiting needs in an organisation

  4. Identify development and potential training needs and where there may be some gaps in the strengths of the individuals

  5. Allows recruitment consultants to understand how a potential candidate will fit into the team before they are even hired (completely removes guesswork and gut instinct)

  6. Identify areas where a person is likely to be more efficient and more productive

  7. Compare the most relevant or important competencies to see if the candidate has behavioural strengths in fundamental area.

What a Psychometric Assessment tells us About an Individual

Psychometric Assessments provide in-depth information about potential candidates, they allow us to identify and understand different aspects about an individual, including a person’s:

  • Preferred tasks and working environment

  • Preferred communication style

  • Unconscious motivators and de-motivators

  • Behavioural strengths and weaknesses

  • Person’s energy expenditure in a role

  • Potential areas of stress

  • Preferred way to learn

Everyone talks about how the rapid growth of new technologies impacts the way we conduct most parts of business. Most significant are the effects on Recruitment. How do we begin to navigate the barriers that are a result of innovation? We recommend Psychometric Assessments.

Navigating the talent pool without an understanding of a candidate’s Behavioural Style can create costly placement errors.

When you have a complete picture of a potential hire – one that includes behavioural style – you’ll be empowered to make the best recruiting decisions possible. Psychometric Assessments like Extended DISC can offer a recruitment agency, in-house recruitment manager or adviser and even business owner themselves, exceedingly valuable information about an individual.

Pricing:

Click here for pricing on eDISC Behavioural Profiling rates and Workshops

Credibility:

Matt Wood is an accomplished life coach, business coach & mentor, franchise network manager, sales executive, travel market authority.

See Biography for further information.

Appointments are conducted in person, phone, video or conference call

Workshops are available upon request

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