If you are a user of the Profiles4Care values-based recruitment tool then you may have noticed an icon like this, which appears next to the names of candidates in your control room.
If you’ve ever wondered what it is for, here is the explanation.
Employers are often left scratching their heads when deciding what ‘values’ they are looking for when preparing a job description, advert, etc to recruit new personnel. There are a million different job specifications available on the internet but getting the one that suits your business can be like searching for the proverbial needle.
Profiles4Care takes a very different approach and provides you with access to what we call ‘historical modelling’. Historical modelling removes the personal opinion from things and can be more objective.
Pick at least five of your best existing employees who do the same job. The existing employees you pick should have been in the role for at least one year, preferably longer. The reason for this is that our priority is staff retention. Unless you are deliberately looking for a high staff turnover, then we encourage you to first reduce staff turnover and then look at staff performance.
The simple reason for this is that your training will have zero impact if staff are leaving, as your training leaves with them. So in order for your investment in training to have any impact, staff must stay around long enough to implement it.
Once you have picked five staff members that perform well, ask them to complete a Profiles4Care assessment. Typically you will discover that most of the people reside in the same general area of the psychological ‘map’, as indicated by the icon. If they do then you have historical model of what is presently working well.
Historical modelling is a very good place to start with the recruitment process by asking candidates to complete an assessment and compare their results to your historical benchmark. It may not provide you with all the answers but it will help you prioritise your interview list. If you have twenty candidates and are looking for five to interview, then historical modelling will generally cut your long list down significantly saving you time and resources. If you don’t find someone you like in the first five then you can widen your search.
Generally people who are closest to your benchmark area will find your work environment most conducive to their natural preferences and values.
And that is what the icon is for.