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5 - Profiling³: in recruiting: finding the right employees

how to find out which basic types a person belongs to and
which drivers are important for him or her. Your challenge is to
relate the profiling³ knowledge to the concrete situation and
the concrete applicant.

Tracking down motivators with Profiling³.

You will probably find it easy to classify your professional
knowledge and skills. This is because the applicant's written
documents and information about his or her training, continuing
education and previous professional experience already
provide information about this. The obligatory questions about
the general conditions of the employment relationship are also
obvious, such as "When can you start with us?"

The decisive factor is: What is the recruiter's personality like?
What about his social competence, his methodical competence,
and his ability to work constructively with other people in a team?
These are probably the most important questions. This is where
the combination of profiling, motivator analysis and INSIGHTS
MDI® comes into play. You are now sitting across from an
applicant: In an initial assessment, the aim is to identify the
personality type and the dominant drivers. If you know what an
applicant is passionate about and what really drives him or her,
you can judge very well whether the person and the position are
a good match. The attitudes, norms, emotions and, above all,
values that are important to an applicant must be compatible with
the vacant position - otherwise what Frank is now saying will
happen.

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