flowprofiler® |testing in recruitment

When you use testing in recruitment you seek strong candidate job-fit. Use the flowprofiler® family of assessments to ensure effective candidate selection.

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Use the flowprofiler® family of psychomteric assessments when testing in recruitment to ensure your campaign yields the best job-fit from your candidate pool. Below are our easy steps for you to adapt to your next recruitment campaign.

When you use psychometric testing in recruitment you are assessing the candidate for the behavioural requirements of the role. Behaviour will inform how a person will demonstrate aptitude, attitude and their approach on the job.

Step 1: The flowprofiler® Role Reviewer

Use the Role Reviewer™ at the start of each recruitment campaign when testing in recruitment to:

  1.  Define the requirements of the role

  2.  Determine what a good job-fit looks like

  3.  Gain consensus from participating stakeholders

The flowprofiler role reviewer™ is designed to support your recruitment process to:

  • determine the level of aptitude the successful candidate will need to excel in the role.

  • identify the ideal approach that the successful candidate will adopt in order to achieve and;

  • establish key aspects of attitude required to align with organisational needs and requirements.

Aptitude includes:

✔︎ Skills

✔︎ Qualifications

✔︎ Experience

✔︎ IQ and mental agility

Approach includes:

✔︎  Behaviours required

✔︎  Team fit

✔︎ Organisational culture fit

✔︎ Leadership style

Attitude includes:

✔︎  Willingness

✔︎ Self-awareness

✔︎ Self-regulation

✔︎ Values

From here you will be able to determine the behavioural requirements for the role and
which of the flowprofiler® psychometric assessments is the best for this campaign.

Step 2: Choose the best flowprofiler® assessment to use when testing in recruitment

By now, you will have completed the Role Reviewer™ which has helped you to determine the behavioural requirements of the role. Now it is time to select the right flowprofiler® assessment to use in your recruitment campaign.

We know that eqflow® measures the 5 dimensions of social and emotional intelligence. Look for roles in your organisation where these behaviours will be beneficial. Such as:

✓ Leadership

✓ Customer facing

✓ Health and aged care

✓ Technical roles where you wish to balance the benefits of IQ with EQ

resilienceflow® measures across the 6 dimension that underpin resilience in the workplace. This instrument will be useful for:

✓ Roles that require a high level of change

✓ Project management positions

✓ Job requiring strong decision-making

✓ Positions requiring negotiation skills

motivationflow® measures 7 workplace motivation drivers. Use this tool for:

✓ Roles that require a high level of engagement; such as sales

✓ Creating employee value propositions

✓ Candidate job offers

motivationflow® model

The flowprofiler® measures across the 4 factors of resilience, motivation, emotional and social intelligence. It is worth remembering that this instrument produces considerable output. You may wish to reserve it for your high-risk recruits such as:

✓ C-suite

✓ Senior management or executive level

✓ Roles where you have multiple interviews and have the time to focus on the various behaviours

At this stage you will have completed the Role Reviewer™, decided which
assessment to use, ideally used the behaviours in your job advertisement
and your candidates have completed the assessment.

Step 3: Use the interview reports when testing in recruitment

Before you begin interviewing check that you:

✓ Are clear about the requirements of the role

✓ Have refreshed your memory of the flowprofiler® scale

✓ Have reviewed the interview reports.

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You are assessing for job-fit. Specifically in the areas of aptitude, their approach on the job and the attitude they are likely to display. In addition, you are assessing for their ability to adapt to the changing demands of the workplace. The candidate will do this through communicating self-awareness and self-regulation strategies.

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You’ll remember from your flowprofiler® interpreter training that a score or 1,2 or 3 indicates that the candidate is underusing that dimensions. A score of 4 or 5 indicates that they have a solid base to build on. 6 or 7 indicates that they are in our flow zone and scores of 8,9 or 10 indicate the candidate is likely to be overusing that dimension.

Remember:

  1. To focus on the behaviours that relate to job-fit
  2. Bear in mind that if a candidate’s scores are out of range there could be a reason.
  3. flowprofiler® is a state-based tool. Use this as an opportunity to ask questions to assess their ability to adapt to the changing requirements of the role.

flowprofiler®’s 7 steps of recruitment

Read more about flowprofiler in recruitment:

Email: info@chalmersinternational.com for more information
or contact your local flowprofiler® partner directly.