Sometimes called personality tests, a recruiting assessment is meant to enhance your insight into a potential employee to ensure they are a fit for your job and that your job/company is a fit for them. Utilizing a recruiting assessment like the DISC Assessment will provide you insight into an employee that you probably could not have learned without months of working together. And by then, the relationship will either be stellar or stale. It is much better to gauge optimal fit on the front end of a executive recruiting and hiring process, then to have to dismiss an employee months later and cause upheaval in their life when they were never a fit to begin with.
In addition to the DISC Assessment and other assessment formats, at RMi Executive Search, we use an assessment that measures a person's MOTIVATORS or ATTITUDES. Our ATTITUDES determine what we value positively or judge negatively in life. Born of our experiences and beliefs, our VALUES are sometimes called the hidden motivators because they are not always readily observed. Therefore, knowledge of an individual's VALUES, ATTITUDES or MOTIVATORS can be invaluable in creating performance incentives or professional development programs.
To uncover this valuable insight, we utilize an assessment from TTI that ranks a person's passion with regards to the following six values:
- Aesthetic = A person with a high Aesthetic value will thrive on beauty, harmony and self-actualization.
- Individualistic = A person with a high Individualistic value will be driven to achieve a power and position.
- Social = A person with a high Social value will be committed to helping others.
- Theoretical = A person with a high Theoretical value will have a thirst for knowledge and discovering the truth.
- Traditional = A person with a high Traditional value will be committed to a system for living and the higher meanings in life.
- Utilitarian = A person with a high Utilitarian value will be committed to achieving a significant "return on investment" of time, energy or money.
This year, TTI improved the assessment even further by adding "Driving Forces." Why should you measure Driving Forces (and Motivators) during your executive recruiting and hiring process?
- They play a major factor in creating engagement and job satisfaction.
- If not properly understood, an employee's drivers may cause conflict with other people.
- People with similar drivers may expedite collaboration and communication.
- Altruistic - People who are driven by the benefits they provide others.
- Collaborative - People who are driven by being in a supporting role and contributing with little need for individual recognition.
- Commanding - People who are driven by status, recognition and control over personal freedom.
- Harmonious - People who are driven by the experience, subjective viewpoints and balance in their surroundings.
- Instinctive - People who are driven by utilizing past experiences, intuition and seeking specific knowledge when necessary.
- Intellectual - People who are driven by opportunities to learn, acquire knowledge and the discovery of truth.
- Intentional - People who are driven to assist others for a specific purpose, not just for the sake of being helpful or supportive.
- Objective - People who are driven by the functionality and objectivity of their surroundings.
- Receptive - People who are driven by new ideas, methods and opportunities that fall outside a defined system for living.
- Resourceful - People who are driven by practical results, maximizing both efficiency and returns for their investments of time, talent, energy and resources.
- Selfless - People who are driven by completing tasks for the greater good, with little expectation of personal return.
- Structured - People who are driven by traditional approaches, proven methods and a defined system for living.
Just as with behaviors, there are no right or wrong Driving Forces. We are all driven by different factors. However, if an individual is placed in an environment that satisfies his/her primary Driving Forces, the likelihood of success and satisfaction greatly increases.
As we've discussed about DISC...by asking questions, proactively listening, and then communicating to a person with regards to their attitudes, values and passions, you will move them to action and more readily avoid negative reactions.