|When should a Psychometric Profile be used?
CMR use and promote DISC profiling under two different packages:1. Recruitment
We recommend a DISC profile is completed after a first interview but before a second. It should be used as a tool to compliment what the interview has identified; its advantage over interviewing is objectivity and the fact that it is difficult for an individual to manipulate. The DISC profile also identifies how much individuals have to move away from their natural stance to do the job and how much pressure this puts them under. Pressure to a certain level can only be maintained for a limited period of time, so again allowing the company to manage this effectively.For employers, psychometric testing will help to gauge the future performance of a candidate and improve employee retention by making successful hiring decisions.
Each member of the business completes a DISC profile and is interviewed by a consultant at CMR Consultancy, to identify and capitalise on their capability, ensuring they are in the right job within the organisation. It can also highlight where they could contribute more, leading to an overall increase in revenue.
Using both the psychometric and interview reports, we look at the roles in the organisation chart and where individuals should be positioned. This is done in consultation with the business, as no role or person will be a perfect fit and you know the detailed content of the roles better than we would.
For more information on these two packages, please see our video below: