Every year, more than 3 billion euros are spent on recruiting new employees in Germany, and the trend is rising. Why then do so many employees not feel comfortable in their jobs or do superiors find that positions are not optimally filled? The first step to successfully filling a position is a clear job profile. This includes both professional and social skills, whereby the professional expectations are often quickly named. However, it is astonishing how seldom superiors are clear about the value of the individual requirements. If possible, the candidate should have an equal command of all facets. If several contacts are involved, the picture becomes even more undifferentiated. It is just as important to specify which of the desired competencies one could possibly do without. Because the “perfect” candidate rarely exists. And if you have not made this decision beforehand in a calm and considered manner, you will often make the wrong decision under pressure.
What is important for the selection?
Especially under the aspect of digitalisation, social skills are becoming more and more important. Because now employees have to be able to communicate very well, work independently AND in groups or work in virtual teams. Unfortunately, social skills are rarely clearly defined – apart from the famous “ability to work in a team”. Probably because it is so difficult to actually record and measure these competences. Test procedures that specialise in precisely this area can make a decisive contribution here.
What is profilingvalues ?
profilingvalues, for example, is a psychometric test procedure for personnel diagnostics and is based on a development by Robert S. Hartmann. The procedure is used worldwide for personnel selection and development and can be used to analyse individuals as well as teams. A special feature is a special module for the successful personnel selection and development of sales staff or managers. profilingvalues first creates a so-called PAT, a position analysis tool. This ensures that one sets an expectation corridor for the respective personal ability. The expected skills are usually a reflection of the respective company culture. The analysis of the candidate’s online survey can now be compared with the PAT. This shows to what extent the person actually meets the desired requirements or where further training would be required.
Recruitment made safer
Especially in the final selection of two or more candidates, profilingvalues is a helpful way to make the right decision. After all, a person may well have mastered all the technical facets of a position. But whether this person also fits into the cultural environment of a company or has the necessary social skills often only becomes apparent through this process. In the recruitment and training of employees, it is often only this analysis that has tipped the scales in favour of the right decision.
Coaching based on data
Profilingvalues is also an excellent support in coaching. The profile makes it clear where possible weaknesses are or where conflict potential is hidden. The visual presentation makes it possible to not only talk about observations or perceptions, but to work out activities on a scientific basis. This creates trust on the part of the person to be coached and helps the coach to find the exact measures for the upcoming coaching. In addition, it can be determined together with the employee which changes are to be prioritised. Through a further profile after an agreed period of time, progress can be monitored.
Excellent help with change
The use in change management makes it possible to identify resistance or inner rejection at an early stage. In return, of course, it also shows an early willingness to help shape the change, i.e. to recognise the so-called “change agents” and successfully integrate them into the process.
How does profilingvalues work?
The tool may only be used by specially trained persons. It is advisable to choose someone who has already done his or her master’s degree in profilingvalues, because only this person can meaningfully elaborate and analyse the many possibilities of the test. The participant receives an email containing the link to the test. The test consists of 4 modules with 18 statements each, which the participant has to put in the best order for him. Even here, profilingvalues differs from other tests – no questions have to be answered. The test can be completed in one session or in several different sessions. Normally 20 minutes will be enough to complete it. After completing the test, the evaluator is informed that they can now begin analysing the test. Because of the many possibilities, this takes up to 4 hours. Afterwards, the result is discussed together – preferably in a face-to-face meeting. If the supervisor has given the order, the discussion with the employee will still take place first. This conversation is confidential and will not be reproduced. Afterwards, the supervisor receives a summary of the test result and suggestions on how to proceed. Not having to rely solely on observations, feelings, experiences or statements of third parties, but being able to discuss conversations on the basis of an objective test allows for a respectful, detailed and more precise discussion of the situation than before.
