Recruitment Coaching

Hiring the right person - right peg in the right hole

From personal experience and with the wisdom of coaching many clients, recruitment is a simple process. Providing you have a recipe to discover what the job is you want to fill and you discover more about the candidates, than they probably know about themselves (and that's before you even meet them!) it's simple. I can help you discover ....

what job you are recruiting for
the job requirements in terms of motivation, values, behaviour and experience
who the applicants are and what they have to have offer (before you even meet them)

The fact is that a lot of recruitment is flawed because most people don’t use the tools that are available. Once you know the incredible value of the profiling tools and that you can profile the candidate amazingly accurately, it is a simple case of lining up the applicants profiles and the parts of the CV and choosing which ones you should interview… Case Study

Believe me it is very simple when you know more about the candidate than they know about themselves… and therefore it does not have to be so traumatic and worrying as it used to be before profiling was developed.. email me and I’ll explain how william@creatinginsight.co.uk or ring me on my mobile 07976 302052

Retention

As a result of profiling and coaching hundreds and hundreds of people I know from experience that many people are in the right company but in the wrong job. It is a very simple process of discovering what:

motivates people
their hot buttons
their passion is
they want out of life

Once you know this, they will work until the cows come home for you. Retention therefore is knowing more about your staff than they know about themselves and making sure that they are in the job that was made for them. If you want to know how this can be achieved then you need to talk to me at william@creatinginsight.co.uk or ring me on my mobile 07976 302052

Cost Benefit Analysis

Market research demonstrates that it costs between 30% and 45% of an individuals salary to decide to recruit, write the advertisement, advertise the post, read the replies, decide on the candidates to be interviewed, carry out the first and second interviews, have meetings to decide on the chosen individual, get them in post, teach and train them and that is even before they begin to produce. After all this only 35% to 45% of recruitment is successful.

Therefore the total cost for each recruitment amounts to between £9,000 minimum for a £10,000 post to £30,000 for a £45,000 position. As the risk or unknown element of recruitment can be reduced dramatically, it is estimated that up to 90% of this can be saved with the adoption of the PIAV and DISC profiling, whose costs start from £20. The saving is due to the fact that you know more about the candidate than they know about themselves, even before you meet them. Why throw money away when the answers are simple and I can explain them to you … email me atwilliam@creatinginsight.co.uk for the answers.

Profiling

For years the flexible, un-checked CV has been the benchmark to gauge the quantitative area of “WHAT” people can do by looking at education, training, experience and references, but this misses out the hugely ever more important qualitative aspects of “WHY” and “HOW” see Motivational and Behavioural Profiling. It is becoming increasingly important to know more about these qualitative areas, such as behaviour, attitudes, motivators and values during :

recruiting
identifying training needs
improving company communication
putting together project teams.

This is where profiles of people’s Motivation and Behaviour are so important as it has fast-tracked our knowledge about people who we work with, whom we train and whom we employ - see Case Study.

Behavioural research show us that a person’s behaviour comes from “nature” (what we have inherited from our parents) and from “nurture” (our learnings from our upbringing, our education and our lessons from Life’s University). We know that the most effective people are those who understand their behaviour, their emotions (their EQ), their strengths and weaknesses, so they can develop strategies to meet the demands of their environment

Benefits of Profiles

There are huge benefits with the profiles that I use, which are all taken online with response times being about 30 seconds. Apart from being quick they are:-

easy to take – about 10 minutes over the internet, at home or in the office
very cost effective – save loads of time and money
invaluable when deciding whom to employ when recruiting staff
able to identify what personal development is needed
a great help when explaining to directors and managers about people characteristics and better ways of communication
quick to discover what sort of person is needed on a Project Team
uncannily accurate – see on paper the individual characteristics of people, often before you even meet them, that explains the qualitative area of “WHY” they do things and “HOW” they do them.

Reports available

Employee Manager – clarifies individual work styles and behaviours and resultant employee-manager relationships see DISC Behavioural reports
Workplace Motivators - identify what the job entails from the perspective of various people,not just one person as is normally the case - see Workplace Motivators example
Core Drivers - which explains twelve different parameters as to people's core drivers that enable you to understand excatly what drives your applicants and whther they fit your company culture see Core Drivers Motivator Profile

Diagnostics

can be created very simply by one person or a group of people who want to quantify a particular problem or situation. The diagnostics are made up of a group of questions, normally about ten to twelve, that are then given values by the person carrying out the diagnosis. These answers are then added up to provide an overall value. Here are some examples:

How does your company deal with direction?
How is the communication quality in your company?
How are your areas of expertise?
What is the overall view of your business?
How are the relationships in the Family Business?
How is Succession Planning being handled?