Because profiles at the interview stage, at the very least, provides a base line of what questions to ask.
I use profiles for the following employment situations:
- Career development
- Team fit
- Stress levels
- Performance management
How handy is it to have some ‘base’ information before you go into any of the above discussions.
And if you doubt my thoughts – check out what The Aberdeen Group discovered In a January 2014 report. They noted that best-in-class companies using assessments achieved better results in the following areas:
- 1st year retention 91% (compared to 56%);
- Employees rated highly engaged 72% (compared to 42%);
- New hires meeting time-to-productivity goals 72% (compared to 35%).
I agree with them that the most important thing is to get a tool that fits with your needs.
But by NOT profiling, you are making an nawful lot of judgement calls based on your own biases and prejudices – and we ALL have biases and prejudices.
Ann Andrews (profiler)