Businesses have their work cut out attracting and retaining top talent. Between low unemployment rates and the pandemic prompting people to re-evaluate their careers, it’s more important than ever to implement effective HR strategies in order to hire the right people.
At the end of the day, the main goal of recruitment is to attract a suitably skilled candidate who will not only fit into an organisation, but who’s own values align with the company’s values in order that they stay and develop into a productive and valued member of the team. So how do managers know if they’re hiring the right person?
Cultural fit
It can be difficult to determine whether or not a candidate will fit into an organisation with a single interview. Education and experience can be easily confirmed through phone calls and reference checks, but working out whether or not the personality and behaviours of an individual will gel with the existing culture of a business; that can be much more challenging.
Utilising DiSC personality profiles during the recruitment process not only provides employers with important information regarding the drivers and stressors of a candidate, but also the type of behaviour that can be expected from a potential employee down the road.
For example, if a person thrives in team-oriented and more collaborative environments, it’s unlikely that they’ll enjoy autonomous work in which the bulk of their time is spent alone. This in turn leads to an employee who feels disengaged and bored, and eventually that leads to turnover.
Communication style
Being aware of a candidate’s communication style is vital when recruiting a new person to join the team. Everyone communicates differently, we know that. In terms of how an employer can communicate effectively with an employee, however, that’s a refined skill that all successful team leaders embrace.
When a manager adapts their communication style to cater to each employee, this creates a positive working relationship that leads to a more harmonious workplace in which communication is encouraged and innovation prospers. DiSC personality profiling not only determines the best way to communicate with different team members effectively, but also provides practical tips on how to relay information to that person in order to get the message across clearly and concisely.
Team player
A candidate might tick all of the boxes when it comes to an impressive resumé or work experience, but how will features such as personality and behaviour fit in with an already established team of varying personalities and dynamics? The social requirements of a role play a vital part in the success of a candidate; and utilising DiSC personality profiling at the very beginning is an excellent way to work out whether a potential employee has the types of attributes which will see them become an invaluable part of the team.
A DiSC personality profile can also provide important feedback which outlines how a candidate handles pressure or whether to expect good leadership or problem-solving skills. By introducing in-depth personality profiling during the recruitment process, employers can learn these insights early on in order to avoid hiring somebody who “two months down the line” turns out not to be the right fit.
Interested in learning how DiSC personality profiling can strengthen and empower an existing team? Check out our article. Want assistance implementing DiSC personality profiles into your recruitment strategy to find and retain the very best people? Don’t hesitate to get in touch for an obligation-free chat about how we could assist via the chat box or calling us on 08 6150 0043.
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