Recruitment Occupational Personality Profiling

Have you ever regretted a recruitment decision and thought "If I had only known what would happen I would have made a different choice." If this sounds familiar, it is probably because you are like a lot of people who have also regretted employing someone who performed fantastically at interview but who failed to perform to the same level when employed. Foresight is fantastic but I have yet to meet someone who possesses it. Most managers make recruitment mistakes at some point in their careers. However, some mistakes are much harder to get over than others. Teams can be ruined, morale can be in tatters and customers lost. That doesn't even take into account the negative impact on the individual themselves.

Occupational Personality Profiling can really help inform your recruitment process, providing information on how the individual sees themselves, highlighting their work preferences and the activities they prefer to avoid. It enables you to ask more searching questions and to be less distracted by their performance at interview.

For example, not everyone is willing to take direction, some people have a very strong preference for independence. This may not necessarily be revealed at an interview, where typically people are trying to impress. Also some people prefer very flexible deadlines, and prefer not to plan ahead. Again they are very unlikely to reveal this at interview because most applicants know that organisations want people who set deadlines and meet them.

Using Occupational Personality Profiling

as part of the coaching process

Occupational Personality Profiling questionnaires are an excellent tool when used as part of the coaching process. They provide a real insight into how people see themselves, or how they would like to be seen. The information gathered can help reveal barriers to success or highlight personal preferences which are creating vulnerabilities within that person's life. They help people develop greater self-awareness and control over behaviour which perhaps has not been helping them create the personal success that they strive for. It also helps them identify positive approaches and behaviours which are assets in the change process.