By Eric Althoff and Adrien Maines
Hiring managers have long written about the advantage of having personality or behavioral data in hand when making personnel decisions, but this information is actually useful long afterward, too. One report found that 65% of hiring managers will hire someone based on their skills alone; however, no matter how great a particular candidate may look on paper, it doesn’t tell the entire story, which may be why there’s a common proviso in HR that you hire the person, not the resume. You can really only know how the candidate will thrive in the position once they’re in it, not before. So all the data in the world on the candidate, helpful though it may be during the vetting process, isn’t valuable if the person simply doesn’t “fit” in with the work culture.
But even once the hiring process has run its course and the person has been invited to join your team, that doesn’t mean all that harvested data should be shelved and never looked at again. After all, your interest in how the new person fits into the team shouldn’t automatically end after orientation and the probationary period. One of the many advantages of FAR is that, beyond being a behavioral assessment tool, the platform also measures the potential for individual training and coaching as well as team formation—which we call the Collaboration Report. This data is often used to provide insights about how to better work together, decide on mentor/mentee pairings, and discover which traits fuel collaboration or conflict. The information about how two people might gel in a professional environment lays the groundwork for team formation and insights into how to form the most impactful teams. The Harvard Business Review reports that people who already feel connected to other members of their team are more likely to produce better results; the more effort put into team-building early on, the better—and thanks to the data FAR provides, this is possible.
In the long term, Forbes has found that personality and behavioral assessment data gleaned during the initial hiring process can also reduce employee turnover down the line. Far too many companies take a churn-and-burn approach to their personnel decisions, neglecting the importance of long-term stability. Using the assessment data is crucial both to ensure a solid fit in the organization at the beginning as well as for the months and years to come. This also ensures that you invest time and effort into developing employees efficiently rather than starting the process over often with new people.
For clients using FAR for hiring, the knowledge attained in the initial assessment process can be put to ultimate use in the search for leaders (or “rainmakers”). These are the people whose natural abilities, charisma, focus on team-oriented success, and leadership potential make them the most prized additions to your company. They are out there, just waiting to be found, hired, and made part of an ideal team.
FAR makes all of this possible. Our behavioral survey offers the potential for proper role designation, team building, and leadership. From there, the future of your team will become even brighter.
About Find A Rainmaker
Developed by behavioral PhDs, technologists, PR and BD professionals, Find A Rainmaker (FAR) is the premier cloud-based rapid behavioral assessment tool designed specifically to identify individuals suited to the roles of Amazing Analyst, Constant Closer, Creative Collaborator, Media Mogul, and Notable Networker. The FAR assessment, which takes 10 minutes or less, helps businesses quickly identify people well-suited to generate revenue, form teams, and provide training and coaching opportunities.
Schedule a demo today: demo@findarainmaker.com