Human resources have authorized you to hire a new person to join your team.
What your team needs is a colleague who is:
- Self-directed
- Creative
- Comfortable with technical material
- Skilled at communicating to mixed audiences
- Emotionally intelligent
- At ease working in groups
The Challenge
Naturally, some traits are more important than others are, but saying precisely how much more is difficult to do. Typically, the approach to selecting a hire involves a rather slack approach of “taking it all in,” plenty of group discussions, and ultimately, making a gut decision. However, revealing the Preference Profile of the existing team is a superior way to gauge the relative importance of these traits, clearing the path to sharper decision making.
The Solution
After taking the preference survey, the Preference Profile reveals exactly how important each trait is to the team. The Value Ratings capture tradeoffs between the traits embodied in each candidate, enabling a preference-weighted ranking of competing applicants.
Viewed through your Preference Profile, this complex decision is made simpler
The Value Ratings offer more than just rankings. In this example, we see that Candidate B is leading, but is far from an outstanding performer. The remaining candidates have mediocre Value Ratings at best. We can compare the best Value Rating (61%) to the worst (21%) to understand that there is a nearly a three-fold difference between the available choices — despite no clearly superior performer. These are your results. Value Ratings for other people will differ because their underlying human resources preferences differ.
And when decisions are especially consequential, Value Ratings offer additional guidance: Evidence Strength. Evidence Strength tells you when you are witnessing reliably high performance.