PersonProfiler Overview
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Step 1 - Skills/Knowledge and Expertise Prior to a face-to-face interview, the person completes an online selfassessed profiling tool covering the following areas: Specialist skills Product knowledge Market knowledge Functional/Technical know-how At the start of the interview the person is asked to provide an overview of their career and semi-structured interview questions enables the general level of skill/knowledge and expertise to be assessed. Person Profiler provides a clear Skill/Knowledge and Expertise classification against which a person is assessed.
PersonProfiler Overview
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Step 2 Achievements and Results A person is provided a series of cards with the following headings. They are asked to talk about their major achievements under these: Shaping the business/organisation Developing the product/service Producing the product/service Taking the product or service to market Managing information Managing the money Managing people and organisations Semi-structured interview questions then provide the means to explore the challenges that the person addressed and how they overcame these. This exercise identifies the real Work Level that someone has operated at and not the one that the last job title indicates. Person Profiler provides a classification against which experience is assessed.
PersonProfiler Overview
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Step 3 Core Capability Identifying core capability involves illuminating the mental models that people use to make sense of work for themselves and others. This is achieved through asking a series of questions that do not allow for the practiced responses that normally arise in interview situations. A series of work related phrases are presented and a person is asked to choose the one that they like best. They then have to explain why they are attracted to this phrase and provide examples of times in which they have worked this way. After this in an exercise called ‘Magic Wand’. This allows a person to articulate what would be different if they waived a magic wand. Based on the output of the exercises, Person Profiler enables all people to be placed in one of six levels of capability.
PersonProfiler Overview
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Step 4 Competences Competences are the behaviours (including thinking behaviours) that enable outputs. The best way of testing for competence is to see these in action. A series of exercises can be undertaken that test-out key competences including thinking skills. Alternatively, if time does not allow for this more in-depth assessment involving group work, it is possible to explore what people have learnt from real work activities. Reflections and self-insight give a clear indication that a competency is ‘embedded’ within a person. Without coming from this angle it is easy for people to be glib, roleplay or reference competencies that they have been coached to talk about. Person Profiler enables identified competencies to be assessed against level specific scales.
PersonProfiler Overview
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Step 5 - Context The last part of the interview process is to assess how well the person fits the context that they operate in. The person articulates whether they feel in flow with the work that is required. Semi-structured interview questions enable insight as to how changes in culture and content of a role could affect the person. The output of this is captured in the Person Profiler.
Adopted from M. CsĂkszentmihĂĄlyi