Profcoach Profiling


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Profcoach Profiling

  1. 1. PROFILE TESTING ! <br />To PROFILE or not to PROFILE, the most asked question and the most misunderstood …………<br />
  2. 2. Ever wondered why someone looked so good on a resume and interviewed so well and didn’t do well on the job?<br />Ever hire a candidate who did not fit into the corporate culture?<br />Ever had 2 equal candidates and didn’t know which one to choose?<br />Ever felt someone was not telling you the truth but you didn’t know why?<br />Ever wondered why a certain personality type functions better than another?<br />Why profiling is necessary?<br />
  3. 3. ALL positions need profiling that interact with your existing employees.<br />Profiles differentiate between good people and excellent people. <br />Profiles give you the ability to hire TOP performers every time.<br />Profiles allow you to manage your staff effectively for optimum performance, both individually and as a group.<br />Profiling of sales personnel can make the difference between a top performer hitting the road running or requiring a long learning curve. <br />What positions need profiling? <br />
  4. 4. Prior to your first face to face interview is the best time to profile the candidates on your short list.<br />Taking the results of the profiles and using the results as a base for some critical questions, allows you to determine if the personality “fits” with the corporate profile, and is able to function within the management style of the department/company.<br />Make profiling part of your hiring and management process every time!<br />WHEN TO PROFILE ? <br />
  5. 5. Profiles are plentiful. Some good, some not so good. A few have many years of proven technology and testing that can give you extremely accurate results you can use in many ways.<br /> uses a variety of profiles available from a variety of companies; each suited for a specific purpose.<br />Profiles for sales are unique, profiles used to manage personnel and profiles for support staff vary in the interpretation and presentation of results. One is not better than the other, but some lend themselves for certain job criteria better than others.<br />What profiles to use?<br />
  6. 6. has many years of training and experience in profiling and evaluates and analyses profile results as it applies to the actual work environment.<br />How are profiles evaluated?<br />
  7. 7. Nobody can be forced to have a profile completed; however, for a candidate, if it is part of the hiring process, it would mean elimination from the hiring process.<br />Existing employees, may refuse to have a profile done after the hire is complete. If a company uses profiles as an opportunity for advancement then, with the consent of the employee, a profile can be administered.<br />Can someone refuse a profile?<br />
  8. 8. Costs of hiring and training is high and turnovers cost fortunes in re-training that can be eliminated<br />Benchmarking profiles eliminate guesswork and improve department effectiveness <br />It takes the guesswork out of promoting the right person<br />Specialized tests allow your company to have specific testing done<br />Hiring people that are like your TOP performers is easy with profiling<br />NON DISCRIMINATORY<br />BENEFITS OF PROFILING<br />
  9. 9. Independent & assertive – SALES & ENTREPRENEURIAL<br />Socially assertive & talkative – NETWORKER, PUBLIC RELATIONS<br />Analytical – ENGINEERING, SUPPORT PERSONNEL<br />Quiet, consistent & detailed – ACCOUNTING, MEDIATOR<br />WHAT TRAITS ARE IMPORTANT as they relate to the position ……..<br />
  10. 10. Aggressiveness<br />Decision making ability<br />Time management<br />Consistent & detailed<br />Outgoing<br />Stubborn<br />Gregarious<br />Goals<br />Confidence <br />Work independently<br />Patience<br />WHAT’s REALLY IMPORTANT?<br />
  11. 11. You can not change or teach personality<br />Each trait correlates to a personality type<br />Each Type correlates to a position that is best suited for the type<br />Each position requires strengths from personality types and their traits<br /> It is our job at to ensure that all these factors are aligned for your success.<br />ABOUT PERSONALITY TRAITS<br />
  12. 12. At we work with you and plan the management style required for the new employee.<br />Alternatively we evaluate the management style of your current management and relate and evaluate it against the needs of the new employee.<br /> A perfect candidate can become a casualty in any organization that does not take into account the style of management required to manage the new employee.<br /> Don’t have that happen to you! Contact for a more in depth analysis of your current management.<br /> Employee morale and efficiency can be greatly improved simply by changing management styles.<br />MANAGEMENT OF PERSONALITIES<br />
  13. 13. Profiles can be set up to accommodate the special needs of your organization<br />Every sales position is different, volume, long and short term sales, low cost-high volume, high cost-low volume, relationship building sales, etc. All require different personalities.<br /> Let work with you in setting up your test for your sales type.<br />SPECIALIZED PROFILES <br />
  14. 14. Ongoing support for candidates profiled by<br />In depth understanding of your organization and the ability to relate the candidate to your corporate culture<br />Ability to work effectively with current management and staff <br />BENEFITS OF PROFILES DONE BY:<br />
  15. 15. To find out more about profiling and how it can benefit YOUR business, large or small contact us at:<br /><br />11 Sydenham Street<br />Dundas, ON L9H 2T5<br />Tel.: 289.238.9982<br />E-mail:<br /><br />CONTACT US: <br />