“Use the flowprofiler® family of psychometric assessments in your next recruitment campaign to ensure you get the best job-fit from your candidate pool.”
Has your organisation considered recruiting for self-aware employees who are able the self-manage and regulate their behaviour? If so, flowprofiler® can help.
We know that successful recruitment is all about job-fit. The more clearly you have articulated the requirements of the role the better your chance of matching the right candidate to the job.
When you use the flowprofiler® psychometric tests in recruitment you are assessing the candidate for the behavioural requirements of the role. Behaviour will inform how a person will demonstrate aptitude, attitude and theirapproach on the job.
Here are our 3 steps for you to adapt to your recruitment campaign:
Step 1: Use the Role Reviewer™
The flowprofiler role reviewer™ is designed to support your recruitment process to:
✓ Determine the level of aptitude the successful candidate will need to
excel in the role.
✓ Identify the ideal approach that the successful candidate will adopt in
order to achieve and;
✓Establish key aspects of attitude required to align with organisational
needs and requirements.
It is recommended that:
A new role reviewer™ is completed for each role (not candidate).
All stakeholders responsible for the recruitment of the role are involved.
It is completed prior to writing the job description.
Use the flowprofiler® role reviewer before you write you job description for best results.
Values, personality traits, cultural background, family dynamic, maturity, just to name a few, all influence how a person will behave in the workplace. The flowprofiler® interview reports will give you questions to ask to help determine job-fit. Through asking questions you are working to ensure that a person’s behaviours will meet the demands of the role.
Step 2: Settle on which flowprofiler® assessment you will use
Once you have completed the Role Reviewer™ it is time to settle on the right flowprofiler® assessment for your campaign.
We know that eqflow® measures the 5 dimensions of social and emotional intelligence. Look for roles in your organisation where these behaviours will be beneficial. Such as:
✓ Customer facing
✓ Health and aged care
✓ Technical roles where you wish to balance the benefits of IQ with EQ
resilienceflow® measures across the 6 dimension that underpin resilience in the workplace. This instrument will be useful for:
✓ Roles that require a high level of change
✓ Project management positions
✓ Job requiring strong decision-making
✓ Positions requiring negotiation skills
motivationflow® measures 7 workplace motivation drivers. Use this tool for:
✓ Roles that require a high level of engagement; such as sales
✓ Creating employee value propositions
✓ Candidate job offers
The flowprofiler® measures across the 4 factors of resilience, motivation, emotional and social intelligence. It is worth remembering that this instrument produces considerable output. You may wish to reserve it for your high risk recruits such as:
✓ Senior management or executive level
✓ Roles where you have mutiple interviews and have the time to focus on the various behaviours
Step 3: Use the flowprofiler® interview reports
At this stage you will have completed the Role Reviewer™, decided which assessment to use, ideally used the behaviours in your job adverstisement and your candidates have completed the assessment.
Before you begin interviewing check that you:
✓ Are clear about the requirements of the role
✓ Have refreshed your memory of the flowprofiler® scale
✓ Have reviewed the interview reports.
“When you interview you are assessing for job-fit. In addition, you are interviewing to assess their ability to adapt to the changing demands of the workplace. The candidate will do this through communicating
self-awareness and self-regulation strategies.”
Please email us at firstname.lastname@example.org for more information.