Why Recruiters Value Behaviour Profiling in Executive Recruitment Article Source: http://EzineArticles.com/6298500

For recruitment consultants, working with executives looking for their next high level role can be very different to working with those lower down the scale. It requires a different set of skills and a deeper understanding of both the jobs and the candidates.

When recruiting for an executive role, most companies know exactly what they need. They will, of course, have a job description which specifies the responsibilities of the role and the experience needed to do it. But they will also have a whole range of other demands, which might include attitude, background and personality. That is because a senior level employee has the power to have a huge influence on a company, and so the company employing them needs to make sure they are a good 'fit'. This does, of course, often apply further down the scale too, but not in quite the same way, as a lower-level employee simply doesn't have the level of autonomy that a senior employee does.

All this means that recruitment consultants working in senior level recruitment need to do more than just match a CV with a job description. They really need to develop a thorough understanding of what both the employer and the prospective employee wants. They can do this by using personality mapping and behaviour profiling.

For lower level recruitment, particularly for large employers who run big recruitment campaigns, personality testing is just a way of carrying out an initial sift of applicants. At a senior level, it is a much more individualised process. Someone working at board level can be assumed to have a certain capabilities. It can be assumed that they are hard-working, ambitious and good at their job. However, the ways in which they are those things vary. Therefore, a role that might suit one highly capable person, might not suit another equally capable person.

High quality behaviour profiling, that is designed specifically for use in executive search, turns executive recruitment into a science. It provides vital information on how a candidate deals with particular situations, how they react to things, how they interact with others, and what motivates their decision-making. When recruiting for a senior role, these things are vital. A recruitment consultant might have twenty CVs in front of them, each showing a similar level of experience and achievement. However, a CV cannot predict how someone will actually do a job, and that is where personality and behaviour testing becomes so valuable.

Assured Recruitment Solutions are specialist recruitment consultants for the sales, technology, retail and finance sectors within the UK. With vast experience in placing senior appointments and acting as consultants for the UK's largest private organisations Assured is leading the way in offering more bespoke and integrated recruitment processes.

Article Source: http://EzineArticles.com/6298500