Job profile

Recruitment problem

Most employees are dismissed because their attitude does not fit the team or company. Only rarely is it a lack of technical knowledge that leads to a dismissal. However, in the recruiting process, soft skills such as behavior, motives, drives and values almost always fall short. Only 20% of the personality and behavior are visible. Motives, drives and values initially remain invisible. Therefore, even today, too much attention is paid to professional aspects such as certificates, references or grades. This has consequences: 90% of all hiring decisions are made by HR managers on the basis of an interview and knowledge of the application documents. The „interview method“ is 14 % accurate (source: Michigan State University). Thus it is no surprise that 2 out of 3 new hires turn out to be a less than ideal fit within the first year. In addition, 80% of employees fail to realize their potential in the workplace (source: Discover yours strengths Buckingham 2000). At the same time, many wrong hires could have been avoided.
With the help of the AECdisc® Potential Analysis, it is possible to determine motives and behaviors that are necessary to achieve first-class performance and top results in a specific workplace.

Companies that successfully work with the AECdisc® system define the organization’s requirements for the job in a structured process.

The definition of a company-specific job profile clarifies essential questions:

What goals/outcomes should the person achieve in the job?

What competencies are needed in the job?

What behaviors are conducive to best performance on the job?

Recruting with and without job analysis

The graphic on the left shows a company where about 2/3 of all sales employees do not meet the required target profile. This shows itself in practice as follows:

Good results are achieved in existing customer management, new customer acquisition rates are low. Sales employees were recruited primarily from customer service or technology. Customer dialogue takes place primarily on a technical level, without sales and revenue-relevant aspects being included. 

The graphic on the right clearly shows the positive effects of strategic employee recruitment according to a previously defined target profile, taking into account the sales strategy, the clientele and the product groups. This sales organization is characterized by low fluctuation, optimum new customer quotas and a high degree of target achievement.

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