Personality profiling – getting hiring managers onside

In case you didn’t realise it yet, we love personality profiling at TALY. Valid, science-based profiling is proven to link to better recruitment and team decisions – and ultimately better business outcomes. And bonus, it also makes people feel better at work!

But getting hiring managers to embrace personality profiling or other assessments as part of the hiring process can be a challenge. As we all know, interviewing and hiring is not their core role – it’s something they are doing IN ADDITION to their day-to-day role, and therefore hiring managers can be resistant to any additional steps or elements in the process.

Over the years, we’ve worked with many internal and external recruitment teams and their end stakeholder - the hiring managers.

So today, we wanted to share with you a few of proven messages and thought starters you can use that are guaranteed to get hiring managers loving and asking for profiling for every hire!

This month TALY is super excited to announce the launch of TALY’s new, AI-driven candidate interview tool!

The TALY interview tips bring together…

• scientifically-backed personality profiling

• tailored to the needs of your business, culture and the role

• delivered through customised, locally-built AI tools to ensure accuracy

With the new solution, you get simple ideas on what to dive into in the next interview to really dig into candidate fit, and to make sure you’re making the right decision!

And the best part – all TALY personality profiles for recruitment now include these interview recommendations at no extra cost!

Get in touch to find out more about how you can use TALY profiling to give you interview super-powers! Or Book a Demo today to see how easy it is to start using TALY in your business.

1. It helps to take bias out of the process

An independent, scientifically backed approach to measuring personality means hiring managers have a source of truth that allows them to compare across candidates, free from bias.

We talk a lot about how much bias there is in the recruitment process – it’s maybe one of the most bias-filled situations that exists.

And many leaders know that bias can impact on team diversity and can lead to poor decision making. Using personality profiling can actually help to promote diversity – and diverse teams are 20% more productive.

So for hiring managers, this means that profiling will help guide them through the decision making process, helping to work towards a reasoned, unbiased and consistent approach.

2. It’s a cultural engagement tool

Hopefully, all going to plan, the interview process is just the first interaction with your new team mate – and all going to plan it leads to a positive, productive and mutually beneficial relationship.

Building connections with new teams members starts with understanding and empathy. Most of us are aware of the forming>>storming>>norming>> performing model for teams – the idea that with new tams, there is a period of learning about each other that needs to be worked through for teams to get to a point where they start performing with impact as a group.

Profiling, when delivered in the right way, can help to super-charge this process, creating an opportunity for shared understanding and to develop ways of working – and then to get on with the job and start having fun.

For hiring managers, therefore, personality profiling is a super power that will help leaders build a stronger connection with their new team mate.

3. It alleviates the mental load

When you ask many leaders how their day is going, what’s the typical response?

“Busy”

At work, particularly in times that are a little uncertain like today, efficiency, effectiveness, doing more with less, and dealing with constant change are the norm.

So when you throw recruitment into the mix, this becomes simply another addition to their workload, and importantly to their mental load. The hiring manager is passionate about filling the gap in their team, about finding a solution that is really going to make a difference and help them achieve the business goals – but they just don’t have the time or mental space to be able to give the process the attention it deserves.

This is where personality profiling can play an important role. Beautiful, simple, reliable and insight personality profiling (like TALY of course!) can give the hiring manage clear direction to support the decision making and to build confidence without the effort.

In fact, if used early in the process, it can actually cut out a lot of the noise around candidate sorting and interviewing, and help to hone in quickly on the people who are most likely to be right, and the way they need to be interviewed.

4. With the right tool, it can be used for ongoing engagement

Beyond the recruitment process, the personality profile can provide the leader with tips and advice, and a resource to turn to, when there is a need to engage the employee or to resolve tensions.

For example, the new team member might be performing well in 9 out of 10 areas, but you’re having trouble getting them to connect with other teams. With the right profiling tool, you can simply go back to their profile, explore what it is about them that might be impacting on their approach to networking, and build some ideas that can help resolve this.

New AI tools are helping to push this to an exciting new space right now – get in touch with TALY to find out more.

5. Ultimately, it also means they can spend less time interviewing!

Putting a little effort into using personality profiling the right way, engaging with it, and taking action on the outcomes, can lead to better recruitment outcomes.

This means hiring managers are more likely to make the right decision, leading to higher retention, higher engagement, a more productive team, a more positive onboarding experience and new employees who are more likely to make it through probation.

And that ultimately means a more stable team – and less interviewing!

Keep it simple

Conveying the key messages we’ve just covered here will help to get hiring managers onside and loving the benefits from profiling.

But over the years, we’ve worked with countless hiring managers and internal teams to help improve the decision-making process, and there is one thing that stands out more than anything – keep it simple!

When bringing profiling into the mix, you need to:

• Use a reliable and consistent solution.

• Ensure reporting is simple, insightful and to the point. If it’s too hard to pull out the main points, you’ll get higher disengagement.

• Be consistent – find a tool that works and then stick to it. Hiring managers need to absorb mountains of information each day – so helping to alleviate the load by having a consistent process can help.

• Be clear on the point of the profiling. The more recruiters, talent or HR teams support using profiling and are consistent and clear on the benefits, the more hiring managers will follow.

Of course, not all profiling tools are the same. If they are just providing data, not insights, they are adding to the mental load and confusion, and not alleviating it.

That’s why TALY is different.

• Based on Science

• Delivered simply

• Driven by AI

If you want to find out more about leveraging the broad impacts that personality profiling can bring to your business, get in touch today and be sure to follow TALY Australia on LinkedIn.

The TALY approach to personality profiling brings together a unique mix of Five Factor and Emotional Intelligence profiling to help organisations, hiring managers and teams to make better decisions about recruitment and teams.

Get in touch to find out more… we love talking about this stuff! Or Book a Demo today to see how easy it is to start using TALY in your business.