Executive Corner This is a fortnightly column featuring leaders in the executive search industry Accurate character profiles enhance recruitment process by Nicole Wong New tool gives extra insight into personality traits As the competition for top executive talent intensifies in Asia, many companies are adopting new methods to attract and screen candidates under consideration for key positions. There is a move away from the traditional hiring process, which emphasises hard skills and practical experience, towards greater use of modern technologies, which provide different insights into personality, behaviour, motivation and cultural fit. The Predictive Performance Profiling (P3) system, owned by Drake International, has been developed from the results of over 30 years' research and is regarded as the most advanced behavioural profiling tool currently available. Chris Shearn, the company's regional manager for Asia, explains that it can generate profiles of candidates or existing employees with a computerised system that is easy to use and interpret. The assessment procedure involves a simple 10-minute survey, composed of 100 adjectives and a multiple-choice scale. Responses are processed using up to 14,000 statistical calculations, but this takes less than five minutes to complete. "The profiles are significantly more accurate than traditional interview and selection methods," Mr Shearn points out. "So far, 96 per cent of users have rated their P3 profiles as 90 per cent accurate, compared with only 19 per cent accuracy for methods that ignore the crucial link between personality and performance." It motivates executive to understand themselves better and maximise their potential Good match By combining personality profiles with an element of behavioural psychology, the system can accelerate the executive search process. It does so by analysing job descriptions, identifying the key traits needed for those positions, and then offering recommendations. The results obtained from the questionnaire help to pinpoint underlying characteristics and reveal the energy level and main motivations for each individual. They also give a clear insight into leadership and decision-making styles, and show how candidates are likely to behave and interact with others in the work environment. "It reveals personality traits that may otherwise be overlooked in a standard interview, where candidates are understandably trying to present themselves in the best possible light," Mr Shearn says. The analysis also includes an assessment of critical thinking and reasoning, which is a good way of evaluating if applicants have the potential to advance within a company. The system is further able to generate candidate-to-job matching reports, which identify the people suited for a specific position and best equipped to fit into the culture of the organisation. "A good cultural fit is essential, because so many employees leave their companies as a result of personality clashes or because they have trouble getting on with colleagues," Mr Shearn adds. Besides being accurate and efficient, the P3 system is also user-friendly and easily set up in any office environment. It can be accessed via computer with Windows and DOS platforms, and the software can either be purchased and licensed, or used with Drake's assistance on an as needs basis. The questionnaires can be completed online or in writing. Either way, the results are available with minimum delay. Complete view Altogether, there are four variants of the P3 system, all designed to enhance the effectiveness of executive search and improve overall human resources management. These are intended to cover different aspects of a holistic hiring and development process and, therefore, focus separately on initial selection, management, teams and performance. The models not only provide an all-round view of candidates, but also help in preparing for possible adjustments required in a new role. They can even indicate if individuals need to pay attention to the way they communicate, in order to avoid conflict and relate better to colleagues and subordinates. Mr Shearn says the "team expert" model is a particularly effective HR tool for managers who need to strengthen their team-building skills. After analysing responses, it can offer advice on how to integrate new team members and gives suggestions for encouraging better understanding and coordination among staff. In turn, the performance-related model directs attention to differences between expectations and actual achievements, thus making it possible to align performance with the organisation's goals. "It is particularly effective in ensuring a new recruit is coping well in his or her position," Mr Shearn adds. "The reports generated, based on the answers to the questionnaires, are very positively worded and easy to understand," he continues. "Organisations can adapt the information to their specific needs and purposes. Overall, it motivates executives to understand themselves better and maximise their potential, while helping them to cooperate with colleagues and build cohesive teams." Although the P3 system clearly adds a new dimension to the management of executive recruitment and staff retention, Mr Shearn emphasises that it is still only part of a broader process. "In any successful executive search, an organisation should obtain information about candidates from as many sources as possible," he says. "These should include resumes, reference checks, personality and behavioural profiling, as well as tests of hard skills and an evaluation of previous performance. Employers should make sure they have adequate information to paint a comprehensive picture of every candidate." Personality types Behavioural profiling helps in the recruitment and development of candidates for key roles Answers to a multiple-choice questionnaire provide the basis for analysis and advice System is easy to administer and provides recommendations for action Different models focus on selection, management, team building and performance Taken from Career Times 6 January 2006 Your comments are welcome at [email protected]