Why are people profiling tools transforming recruitment?
When looking for the right people to hire for a vacancy, it can be like looking for a needle in a haystack. Hundreds, sometimes thousands apply for a job role and online platforms, like Indeed and LinkedIn, have made it much easier to apply.
When it comes to trawling through all those applications to narrow down the pool of people who have applied do you use AI to help? Do you look for stand out pieces of information in a CV to help pinpoint the potential “good fit” candidates with the relevant experience? The exercise of narrowing down the potentials is very time-consuming.
In today’s competitive recruitment market, finding candidates with the right qualifications isn’t enough anymore. Businesses need employees that not only possess the necessary skills and experience but also those that align with the culture, values, and the specific behavioural requirements of the role and the organisation.
So, let’s move beyond the CV!
The traditional methods of recruiting often heavily focus on the candidate’s qualifications and experience. If they are selected for an interview, you will have whittled down the number quite considerably, but how do you know if they are truthful with their experience and their ability to undertake the role. Anyone can put on a “show” in an interview. While these all remain important aspects of the recruitment process, they only provide part of the picture.
A CV tells you what a candidate has done.
An interview tells you what a candidate says they can do.
A PURE People Profile will help you understand how a candidate is likely to communicate, perform the role, make decisions, and importantly interact within the team environment.
I remember undertaking a team profile training day with a small business in Swindon, some years ago. The bulk of the team were all relationship builders and big team players. The managing director decided she needed a salesperson to bring in new business prospects.
A chap was employed who had very impressive sales records, however when he signed a deal it was all about him. He would ring a bell to attract the attention of the others in the office. Now this behaviour is challenging at the best of times but amongst a strongly connected team it did not fit at all well. He very quickly upset the rest of the office team with his “look at me” behaviour. Not at all a team player. He was asked to leave before the probation period had been completed.
Now the reason I explain this story is that if he had been profiled before being offered the role the managing director would have seen in his profile. His behavioural style analysis would have shown he was not a good fit for the business. Sadly, this cost the small business a recruitment fee of £1,000s which was money lost. If he had been profiled before being offered the role this would have saved the business this cost and made sure that the person they recruited fitted with the company culture from the start.
So, when getting down to your final few applicants, profile them, make sure they will fit within the business and have the right behavioural style for you, it really does save time, money and lots of energy!
This is where PURE People Profiling is helping to transform the way businesses recruit, develop, and retain talent.
Find the Right People for the Right Roles with PURE People Profiling.