Though you may feel you already know the capabilities and knowledge of your staff, LAB Profiling can scientifically give you the information you need to determine their motivations and attitude. This will help you to redesign or adapt individual task assignments to make your staff feel both happy and fully challenged.
Instead of using “sticking plasters”, why not use a tool that takes each individual’s needs into consideration so that your team can go from good to great?
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Getting the right person for the right job will always be a decision that takes time – and it is time that many employers simply don’t have, particularly when the process is now happening so often. Many experts feel that, with shortening contracts, outsourcing and automation, loyalty in the workplace is at an all-time low.
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LAB Profiling takes the guess work out of the entire recruitment process. By analysing both the words a candidate uses and their behavioural patterns, LAB Profiling taps into their sub-conscious mind, giving you a unique insight into their personality traits and determining whether they are suited to your position.
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A number of my clients that are facing a career transition are senior managers and executives. When working with them to prepare for job interviews, I often ask them to tell me what they think the difference is between leadership and management. This question gets a number of answers. Most answers focus on leadership as how they inspire others and make them feel “passionate” or “energetic” rather than technical expertise and process.
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Here’s the scenario.
It’s down to the final 2 candidates for a position. What sways the decision – their education or experience?
This question was asked on a HR LinkedIn forum and 78 comments later (and comments still coming) the results are fascinating. Fascinating because Peter, who asked the question, only gave 2 options to choose from to make the final decision – education or experience.
The comments and responses show that HR and hiring managers all have their own unique preferences when making hiring decisions.
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