4G Recruitment Application
Linking Behaviour to Bottom Line Performance
An Alternative View of Recruitment The ability to predict team fit and relationships between candidates and existing team members can make the difference between a successful hire and a high performing team or a costly mistake.
Recruitment today
Recruitment Benefits
happen? Why, despite all of the processes,
> Optimise hiring decisions
technology,
interviews,
> Create high performing teams
Recruitment is part and parcel of daily
assessments and reference checks do
> Avoid hiring mistakes
life in an organisation. It is highly emo-
hiring mistakes still happen? Is there a
> Diagnoses team problems
tive yet as a process, it changes rapid-
process that minimises mistakes and
> Coaching modules aid team development
ly. At one extreme, being interviewed
delivers successful recruitment in a reli-
for a job is often one of life’s most anx-
able and repeatable form?
Please note, this document is intended to
ious times. At the other, recruitment is
accompany the recruitment demonstration
now online, outsourced and automat-
The second situation concerns person-
of the Visual Team Builder. This can be
ed. With all of this in mind, where does
ality clashes, especially those that
found at the link below.
this leave the decision maker?
occur on the back of a new appoint-
http://www.fourgroups.com/recruitment
Despite the changes above, many clas-
clashes are unexpected, emerge over a
sic recruitment dilemmas still remain.
number of months and create signifi-
We’d like to intro-
cant trouble for all who are dragged
duce two situa-
into the situation. In the boardroom or
tions
we
amongst team members, such relation-
ment. More often than not, these
An Example 4G Situation Degree of Psychological Comfort No effort Minimal effort Some effort Significant effort
1Si 2Ti
2Fe
that
believe
are
ship friction rarely benefits anyone.
untouched by the
More to the point, can these scenarios
recent IT revolu-
be prevented in the future? Can the
tion and yet still
current problems be minimised or
have a major part
resolved?
to play in any recruitment deci-
1Ne
Our solution
sion. There is currently no method to suc-
3Te
2Ti 3Fi
The first situation
cessfully predict the impact that a new
concerns recruit-
hire has on existing team members.
ment mistakes.
While it is possible to test candidates
Why
for skills, aptitude and personality,
do
these
none of these approaches guarantees
modules to help managers and individ-
Who are we?
good relationships or good fit between
uals understand and improve existing
Four Groups offers a methodical approach to under-
team members and newly appointed
relationships. This information also
standing behaviours, relationships and culture. This
people.
helps people understand where the
document provides some background to our work
other person is coming from and to
around recruitment, optimising hiring decisions and
adjust accordingly.
creating high performing teams.
To solve this problem, Four Groups provides a system (4G) to understand and more importantly, predict human rela-
How does 4G work?
tionships or ‘people compatibility’. There are many ways 4G can be
Using 4G is a very quick and simple
applied, recruitment and selection
process. People generally need an
being an obvious example.
hour, split between a short briefing, an online personality questionnaire and a
What is the recruitment application
feedback session. Optionally, further
for 4G?
time may be spent on more feedback, either for individuals or for the whole
4G enables the optimisation of hiring
group. At the end of the process, indi-
decisions and the creation of high per-
viduals receive their own reports, while
forming teams. By using 4G with an
a group report is made available for the
existing shortlist, it is possible to
decision maker and/or the group,
ensure that hiring decisions are opti-
depending on what is required.
mised and mistakes are avoided. 4G also makes it possible to simultaneous-
What is 4G based on?
ly build high performing teams. 4G is a proprietary approach to predictWhen looking at recruitment or the
ing relationships, behaviour and group
performance of a team, having practi-
cultures. Based in part on the work of
cal information about where a team is
Swiss psychiatrist Carl Jung, 4G incorpo-
going wrong and how to solve related
rates measures of people’s strengths,
problems also helps. This is especially
creativity, motivation and weaknesses.
so if decision makers are not working
The model contains 16 definitions of
with that team on a day to day basis.
individual’s behaviour, 14 different relationship types and 4 examples of
We also understand that in some situa-
group culture.
tions, changing team structures and switching relationships is just not an option. To address this, we provide
Four Groups Ltd 5 St. Johns Lane London EC1M 4BH, United Kingdom Tel: +44 (0) 20 7250 4779 Email: contact@fourgroups.com www.fourgroups.com © 2007 Four Groups Ltd, 5 St. Johns Lane London EC1M 4BH, United Kingdom. All rights reserved. No part of this document may be reproduced without express written permission from Four Groups Ltd.
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