When recruiting new employees into their organisations, most of our clients use our flagship product the “15FQ+”, which is a personality questionnaire designed to provide insight into how an individual may think, feel and interact in the workplace. This information is primarily used alongside other assessment methods to explore the match between the candidate and the role with a goal of separating the wheat from the chaff.
A lesser known tool available to our clients is the “15FQ+ Ideal Profile”. This role-based questionnaire allows hiring managers to rank statements on a scale of 1 to 5 regarding which characteristics are most important for successfully carrying out a job. They can then use this ideal profile to compare candidates against competencies specifically associated with excellence in a role.
The ideal profile is not about elevating nice-to-haves to must-haves in your list of job requirements. It’s about using your knowledge of a top-performer personality characteristics to target your recruiting and do a more thorough, objective assessment of candidates.
Here’s an example of how the Ideal Profile can be used:
The Problem – Client X
- Client X recently surveyed his customers and results show customer complaints are on the rise and service levels in the call centre are declining.
- Client X needs to boost the service level of his team and better understand what it is that sets apart the high & low performers.
- Client X completes a 15FQ+ ideal profile for a customer service representative role.
An Ideal Profile Report is generated and identifies the key personality traits associated with driving a high level of service in the call centre.
The existing call centre team members are compared to the ‘ideal profile’ – any prominent discrepancies are fed into the performance appraisal process where the hiring manager & team member can agree on appropriate training & development goals. This sets a common standard for all team members, making the review process more fair and effective.
Future recruits are also compared against the ‘ideal profile’ and an overall profile similarity score is estimated (see below Coeff. 0-1 range). The closer to 1 the score, the more likely the candidate possesses the ideal profile characteristics matched to the job. Candidates with the highest similarity score are then shortlisted to progress to the next stage of the recruitment process.
Ideal Profile = Blue Overlay Candidate 1 = Red Overlay
If you’re ready to up your hiring game, start targeting top performers and more quickly and objectively review CV’s, give us a call and we can help you set up an ideal profile.