Transform your Hiring Process with Personality Profiling

Have you ever wondered why that perfect person you interviewed went south on you after only six months? Maybe even less than that? Or you have to rehire for the 3rd time for your office assistant position?

Fortunately, there is a simple explanation that can significantly increase the effectiveness of your hiring process. In this article, we will discuss psychometric profiling, the DISC/Motivator combination assessment, and why you want to use it with every person you interview for your construction or trade company. (Note:  We have used this for every team member in our company since inception).
Since this is a de-selection versus a selection process, know that you will have to widen your “applicant net”. The process of recruiting great talent is no different than marketing for new customers or clients. If you want more applicants, you must beef up (and add to) the “recruitment strategies “you are currently using. 

What is psychometric profiling?

A psychometric test is a set of questions that measure a person’s personality, behaviors, abilities, and other factors such as motivation or interest. It’s a way of measuring someone’s psychological characteristics. For example, some companies use psychometric tests with right and wrong answers. Others use psychometric assessments, which ask potential candidates to rate how strongly they agree or disagree with a statement. Both can be useful in hiring if they are evaluated and used correctly. The results may be used to assess a person’s abilities in a vacuum, or they can be used to compare a potential hire to others in the pool. The test we recommend is a combination assessment called a DISC/Motivator Assessment.

What is a DISC/Motivator?

DISC stands for “Dominant, Influential, Steady & Calculating” and are the four quadrants of DISC. This combination assessment is so valuable since DISC tells you WHO someone is, and the Motivators tell you why:  The Motivators that we use are as follows:
  • Aesthetic
  • Economic
  • Individualistic
  • Power
  • Altruistic
  • Regulatory
  • Theoretical

Benefits of Using a DISC/Motivator in your Hiring Process

Determine if they will be a fit for your current team.
By better assessing a potential hire, you can understand who will be a good fit with your company and who will not. You’ll be able to avoid hiring individuals who don’t have the right personality, behaviors, and aptitude for the position. The person you hire will likely find your company’s culture fits their personal goals and expectations, so they’re more likely to stay with you long-term.
Most Importantly, it reduces turnover.
The final goal of using psychometric profiling is to reduce turnover. For example, you hire people who are a good match for your company, your current employees, and your overall goals, provide them with the most effective training and have a measurable way of evaluating their work. In that case, those employees will likely stay with your company longer. In addition, you have fewer hiring and training costs with less turnover, saving you money. 
Using psychometrics makes all of this possible. Companies implementing psychometric profiles into their hiring process often reduce their turnover by 20 to 25 percent. Of course, some turnover will always happen—people move, retire, decide to change career paths, or get a substantial offer from another company. But by gaining more insight into potential hires, you’ll be able to reduce the number of employees you hire who isn’t a good fit for your company and won’t be happy working for you.
If you want to see how Psychometric Profiling works in the “real world,” sign up for a 2022 BPA (Business Plan of Actions) through your Home Builders Association and learn how much of an impact using personality assessments makes for you and your construction or trade company.