When you recognise the value personality profiling can add, how do you sell it in?
At first glance, you’re trying to offer a process that adds time and money to recruitment. How could you possibly sell that idea? Unless you are talking to someone who has previously used and found great value from personality profiles, these tools are at best a mystery, at worst, a waste of time.
Most people will at some point in their career have had contact with a personality questionnaire. To know what you are dealing with, it is therefore useful to ask the individual what experience they have had of these tools before.
The difficulty here is not that the tool is no good: It is all in the execution. Personality profiles are extremely useful when applied correctly, but through lack of time or experience, this is often not the case.
Make sure you are clear about the profiling service you are offering, how it adds value, how it works and what each party will receive. Then you can sell the benefits.
Benefits to the business
- Find out information about candidates’ working preferences quicker and more efficiently than through hours of interviewing
- The candidate receives feedback, providing a positive image of the business
- Receive a report about candidates’ likely areas of fit to the role and tips on areas to question further at interview
- Feedback from a business psychologist can reveal factors about the candidate that an interview wouldn’t necessarily provide. For example, their anxiety levels, social confidence, team approach and leadership style
Benefits to the candidate
- Complete an online questionnaire and receive feedback on working preferences, providing useful insight into personal fit with the company and role
- The feedback is a real two-way process and provides an opportunity to add “flesh on the bones” of the profile and explain responses
- As the feedback is with an external business psychologist, there is the added benefit of gaining their insights based on a range of organisations and industries
- As the recruiting manager is looking for someone that really fits with the company, the successful candidate will therefore be much more likely to enjoy the work and environment
Starting a conversation about profiling
This may be a helpful start…
“We now offer a personality profiling service, which allows you to learn more about a candidate in less time.”
If you would like more guidance on asking the right interview questions to really get under the skin of the candidate, we provide a service that can help with that.