Prior to our current economic boom, the period from 1997-2000 was one with the lowest unemployment rate in 3 decades. I was running an outdoor-based school and needed to hire a team of 20 seasonal staff for jobs with long hours and little pay. You could have made more money and had more free time working at McDonalds. Yet, I had a full staff at the start of orientation. How was this possible? The answer is simple – successful coaches know how to hire by utilizing personality strengths.
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Every personality style has its major fears and many recruiters are following the path of discovering these during the job interview. Their goal is determining how these fears and limitations would affect the candidate during job performance, so HR managers and career coaches may try to bring their interviewee out of their comfort zone. Understanding behavioral styles and a dedicated certification in DISC may help these professionals not only become better at communicating and minimizing conflict, but it also helps you understand how to best address those difficult job interview questions that tend to catch everyone off guard.
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Hiring has always been a two-way process, even though many HR professionals, coaches, and business owners can be making the mistake of accepting it as a one-sided road. There is a switch in the hiring market, and most companies don't really want to talk about it – especially when hiring for high-level positions.
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Today, career coaches hold a valuable place in society as they help people find roles that are fulfilling, challenging, and exciting. To achieve this, career and guidance counselors at high schools as well as independent coaches need as much information about their clients as possible to encourage them to make good decisions. As a first step in any consulting process, coaches need to develop a strong understanding of different personality types and the achievements their clients will find most fulfilling by undertaking a certification in behavioral analysis. The behavioral personality assessments by PeopleKeys provide ample opportunity to help students and coachees make life-changing decisions. Here are some of the key components to consider for career guidance:
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Your primary concern at a job interview is to make a positive first impression. No matter how much time you spend preparing to answer potential interview questions, the real tools for success rest in your ability to put your best foot forward by showcasing your personality strengths. Reviewing your DISC profile and taking other helpful assessments can help you become conscious of the important qualities interviewers are looking for: honesty, understanding, self-awareness, and a desire to overcome limitations.
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Every hiring manager knows it can be a daunting task to sift through resumes all day. Many recruiters use a benchmarking process to narrow down the talent pool and know in advance not only what kind of background and information they’re looking for, but also the type of personality best suited for the job at hand.
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Employers are saving both time and money by implementing tools for predictive hiring into their regular hiring practices, and to get past the obstacles met within the initial screening of candidates, hiring managers have begun applying a number of pre-hire assessments into final decision-making. These assessments serve as indicators of what a person may or may not bring to the table, how they will interact with an existing workforce and how they will perform in particular environments.
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Employee engagement has risen to the forefront of the minds of today’s business leaders and workers alike, leading many organizations to review and adjust their approaches to modern human resource management. Now more than ever, businesses view HR as a factor in economic success and thus hold it highly in corporate planning. Oracle CEO Mark Hurd has stated that HR “touches everything we do” and that “it's the company's lifeblood. It drives the company.” Accordingly, employee engagement has become an integral component of many HR plans, with 87 percent of organizations citing it as a top priority issue.
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Many coaches who feel confident providing business expertise in sales, strategic planning, and growth but are reluctant to venture into hiring, despite the impact hiring can make in each of these areas. Could DISC for Hiring be the missing piece of your puzzle for success? Effective hiring strategies can have an immediate and long-lasting impact on growth and productivity. Many DISC Certified Behavioral Consultants are tasked to manage the hiring process of their clients, or at least provide advice for the best fit (especially for top management positions). As you are probably quite aware by now, and from your training with PeopleKeys, DISC system is one of the most effective ways to gage human behavior and develop improved communications amongst teams. It’s effective for operations and sales, and it’s definitely effective in predictive hiring processes.
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According to Sandy Kulkin, CEO and Founder of PeopleKeys, “People are different, but they’re predictably different.” They’re different in the ways they carry themselves, the ways they are motivated, how they interact with others, how they deal with stress, and even how they seal the deal. But on the other end of the spectrum, the various personality types have been prewired in our systems from the time we were born through our years of “adulting.” The experiences we encountered in childhood tend to dictate how we deal with stress, and our trust in others will come from the adversity we have faced over our lifetime.
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