Being a candidate in the job market can be a tough ask these days.  Not only do they have the stress of going through the selection process but if their capabilities and personal energies are not the right fit for the needs of the job, very often they can find themselves back on the job-search treadmill.  Being placed within a role that is not aligned to what a person has to offer is disappointing all round.  Clients dread the thought of having to repeat the selection and recruitment process again and recruiters lose marks.

The required necessary alignment is a sensitive one; organisations know that getting it right or wrong can have far reaching consequences. It’s tough remaining at the top and when the best people are not being recruited, it’s a little like a game of Snakes and Ladders.  Everyone goes back a few steps and has to work extra hard to make up for lost time.

For some time now, organisations have based hiring decisions upon things that are easy to assess, such as experience, expertise/qualifications and personality.  The good news is that once the process is completed, they think they have made a great  choice.  The bad news? Very often, the individual that could have been ideal for the role is overlooked, purely because their qualifications and experience didn’t ‘fit’.

What is candidate profiling?

Candidate profiling is a method used by recruiters to carefully evaluate potential candidates for job openings. It involves gathering and analysing various details about candidates, like their skills, qualifications, experience and personality traits. This helps recruiters decide which candidates are the best fit for the job.

As part of the candidate profiling process, recruiters create profiles of the ideal candidate for each job. They look at factors like education, work history, and experience level to rate candidates. Recruiters also engage with candidates to learn more about them.

Candidate profiling is crucial because it helps recruiters find the right people for the job. By making informed decisions based on candidate profiles, companies can reduce hiring mistakes and turnover. It also ensures that new hires share the company’s values and goals.

Candidate profiling focussed on the impact a candidate will make.

This is where the GC Index®, a new digital Organimetric, comes into its own. So, what is it?

“An Organimetric (organisation metric) is a measurement framework and language that identifies individual and collective impact and how people contribute to the achievement of organisational goals.”

It helps identify individuals and how they can make a game changing impact.  Organisations are empowered to produce measurable business outcomes and leaders cut through unconscious bias, creating teams that drive success.

It provides organisations with a common language with which they can assess the impact of people within their teams effectively, organising them far more efficiently.

The GC Index® measures ‘impact’, that elusive missing quality.   It provides five key ways that individuals can create impact:

  1. Have an original idea (The Game Changer) – their ideas are potentially transformational.
  2. Make sense of it (The Strategist) – engage with others, providing clear direction, focus and action.
  3. Get it done (The Implementer) – formulate strategic plans and attain goals.
  4. Make it brilliant (The Polisher) – make things better, heading towards excellence.
  5. Work together to achieve it (The Play Maker) – get the best out of others to reach set objectives.

Below you can see examples of some of the interview questions that could  be asked of individuals in order to get a better understanding of the impact that they may bring to a role, team or organisation.

recruitment game changing process from The GC Index

Overall, The GC Index model provides potent insight into the cultural fit of candidates within a team and the energy the bring to the contribution they want to make..  Existing team members can be assessed using this framework and then the candidates profile compared in order to produce the best synergy.  The result is the formulation of an incredibly nuanced assessment of the overall alignments of candidates’ natural inclinations to contribute to the demands and expectations of the role.   Nothing like this has been possible before which is why recruiters are taking note of The GC Index’s ability to provide a competitive edge by identifying candidate impact and contribution to the organisation. Competitors are pushed to the background as this revolutionary model sweeps the floor, adding the ‘X factor’ to the traditional range of skills, experience and personality.

The GC Index Candidate Profiling Case Study

Let’s take a look at a case study based upon the use of The GC Index for candidate profiling:

Background – the client is looking to recruit for a Programme Manager to take control of a major capital asset programme.   Because of the specifics of the programme, they are looking for a candidate who will stir things up, in their words a ‘Game Changer’.

Solution – candidates were narrowed down to a shortlist of three using traditional evaluation methods of skills, experience and personality.  The GC Index® was then used to assess the candidates in more detail, looking at the impact that each will produce within the role.  Final interviews took place and the HR team agreed to proceed with the candidate with the highest Game Changer proclivity. The GC Index provided them with invaluable information as to how to find the right person and get the best from them.

Results – as was expected, after just a few months, the candidate transformed the company’s approach to Programme Management.  It was clear to see that the data provided by The GC Index had enabled management to make the best of the candidate’s transformational skills, providing them with precise coaching  so that they could play to their strengths.  This person was fully engaged, productive and extremely influential.  What is more, not only were their results impressive but they were happy in their job.  Whilst  their Game Changer approach was more radical and what the client wanted, this individual did challenge the existing structure and create discourse from some stakeholders, however management were able to deal with this successfully. After all, they recruited  exactly what they had been looking for and now had a language and framework in The GC Index model to integrate this ‘different’ talent into their traditional organisational structure

The production of a truly formidable competitive edge

It is easy to see why, under traditional talent frameworks,  individuals are often hired because they are different and then fired because they are not the same. This did not happen in this case as The GC Index enabled the client to locate the very ‘different’ individual that they were looking for, somebody who was able to bring about game changing results.  At the same time, they overcame the impact upon their existing traditional cultures and processes.  The GC Index not only helped with candidate profiling and selection but showed the company how to use them in the most appropriate way, harnessing and retaining their skills instead of misusing them.

Candidate profiling with The GC Index is accurate and insightful, well able to produce revolutionary results.  Clients are overwhelmed by the positive difference made to their company by the recruitment of a game changing individual.  At the same time, the recruiter making use of The GC Index model builds a reputation based upon success and achieves a truly formidable competitive edge.