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Why is this important?
How confident are you that you have the right people in the right positions? When you are recruiting internally or externally are you sure about what type of person you need to successfully fill the role?
Profiling provides valuable information on an individual's psychological make-up, their leadership potential, decision making style and provides insight in to how the candidate might fit within your team or department. It will also highlight an individual's vulnerabilities and areas for development, clarify the roles and functions that would suit them best and can also identify their current capacity to deal with pressure.
Making sure that you get the right person for the right position or function in a team or department will inevitably save you time and money in the future. How often have you appointed somebody to a role or position only to find that that they may have had the skills and experience on paper, but they didn't fit the culture or dynamics of the team or department?
How O" can help you
Psychological profiling is usually conducted on an individual basis. It may also be an important part of a recruitment process for choosing the right candidate for promotion or to fill a specific task or function. Profiling can also be used to help individuals increase their self awareness as a part of an emotional intelligence or personal development programme.
O" can help you in a number of ways by:
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identifying the key functions or roles for project teams and determining the most suitable psychological profiles for 'best fit'
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designing and/or undertaking 180° or 360° feedback programmes
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assessment of personal and professional strength and weaknesses, working style, preferred culture and key personal motivators
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identifying barriers to performance and growth
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undertaking bespoke coaching or training programmes to develop or resolve areas of vulnerability or deficit
The benefits to you
Choosing the right people, whether it's recruiting or promoting them or forming a new team, is fundamental to the success of your organisation. Wrong selection decisions are always costly as well as wasting a great deal of time and other resources. Psychological profiling adds an extra dimension to your selection process. It can help you:
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make the right selection decision
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understand how the candidate will function within a team
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motivate and manage the successful candidate
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identify the right development opportunities for the candidate
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anticipate situations where the individual may need additional support
Can you say with 100% certainty that you know the psychological profile that would be the 'best fit' for the post or role you want to fill?
Do you determine the optimum use for an individual's strengths before matching them to an appropriate role?
Do you help your employees develop in areas that will make the greatest difference to your whole organisation?
If you have answered "no" to any of the above questions, contact Robin Johnson or Philip Perry at O" Consulting on 0845 260 7700
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