The list below gives an indication of the intended audiences and how the profile reports are utilised in the real world by our Business Partners.
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Evaluator Questions
20
Audience
Executives and senior executive, usually for individuals that are 21 years and above.
Application
Our business partners us this profile for a variety of training purposes, some are as follows:
- Leadership coaching & Development
- Equality & Diversity coaching
- Life coaching
- Personal development
- Performance management
- Promotion
- People & Communication collaboration
- Team working styles
- Relationship coaching
Relevant areas that can be addressed:
- Identify an individual’s behavioural preferences
- How they make decisions.
- How they interact with others
- Establish their ideal work environment.
- Identify their communication preferences & strategy, and areas for improvement
- Evaluate the strengths and potential areas of improvement
- Understand their Learning & Leadership style
- Learn about their opposite colour & preferences
Evaluator Questions
20
Audience
To be used by H.R Departments or Trainers in the HR arena, usually for individuals that are 21 years and above.
Application
Our business partners use this profile within an H.R department setting or L&D guise. The idea is to understand an individual’s strengths & areas for improvement.
Also used by H.R consulting agencies that provide training to corporations and H.R persons on how to better understand people.
Evaluator Questions
10
Audience
The audience is young adults ranging from 16 to 26 but can allow ages 13 and above for those high performing Young People.
Application
The profile report can be used in some cases as early as 14 for top performers and elite schools, as well as school leavers, graduates and postgraduates. The questionnaire and reports are simpler to complete and understand.
Our business partners use this profile for some of the following:
- Young Leaders programme (South Africa and the UK)
- Anti-bullying & Harassment workshops.
- Youth Development for later years, to give them a grounding and understanding of communications styles and interaction with others.
- Confidence and understanding their strengths and areas that need addressing
- Invite feedback from others to give an external perspective.
- Provides a framework to enable planning for career and personal development.
- Prepare the young for life outside whether it’s corporate or social.
Evaluator Questions
10
Audience
Intended for individuals that are looking for career review & guidance and areas of improvement, as well as their strengths. Usually for those who are 21 years and above.
Application
For individuals that are starting a career path, or considering a career change or want a review of their direction & standing as a person.
The profiles are used by Career coaches and sometimes by H.R departments at times of restructuring and finding alternative roles within the organisation.
Evaluator Questions
20
Audience
Intended and used by internal recruitment departments or Recruitment organisations. Usually for those who are 16 years and above.
Application
The profile is used to either guide individuals who are attending interviews, help make a decision on selecting & finalising candidates by Recruiters or Hiring managers, e.g. direct reports.
Finalising Candidates by the recruiter
Numerous logic/stress testing is used in the employee selection, but most recruitment and organisations don’t use Personality profile as a tool.
Will they fit in? Will they disrupt the existing team of say 8 or 12 people?
The benefit is that the profile identifies a person’s suitability work environment and also their attitudes/preferences/communication to others in the team as well as the value they bring to the Team.
The last thing a manager wants to do is hire someone who is suited to the role on paper but does not fit in with the rest of the team. This can be highly counterproductive to the team and team cohesive.
Finalising Candidates by Direct reports/hiring manager
The profile can be used by the hiring manager/Direct report to help make a decision when selecting from the final candidates. The report provides a third, unbiased view of how the candidate interacts with other people and the right environment and compare this with interviews conducted in person.
The report is used as independent corroboration for the candidate.