The audience is young adults ranging from 16 to 26 but can allow ages 13 and above for those high performing Young People.
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.
Intended and used by internal recruitment departments or Recruitment organisations. Usually for those who are 16 years and above.
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.