SELECTION / RECRUITMENT PROCESS :

• Standardised diagnostic tools
  
• Customised Client specific testing tools
  

From the organisation’s point of view, recruiting and training are significant costs. Typically, the reasons for employee turnover have less to do with competence and more to do with the “ person – job – culture ” equation at work.

Spring has extensive experience in screening candidates for recruitment employing psychometric and other diagnostic tools that help organisations find the right person for each job.

THE PROCESS INCLUDES FOLLOWING STEPS :

Step 1 – The Psychometric Profiling

In this phase psychometric / behavioural tests are used to identify the behavioural patterns that the individual uses both at work and during social interactions. This provides insights such as, whether the individual tilts more towards being ‘people oriented’ or being ‘task oriented’.

Step II – Person - Job Mapping

Next, the insights gleaned about the individual are shared with the recruiting / employing organisation, for further action. In the context of recruitment, recommendations are made as to the suitability of the candidate for the job in the organisation and the kind of environmental ‘stroking’ required for the individual to work from his potential.

Step III – Self Analysis

The data provided by the psychometric profiling is shared with those candidates considered for the job. Now, the individual is invited to understand where his true strengths and weaknesses lie, and how he functions etc.

This data not only helps an individual to gain an insight into his motivation, emotional blocks and his ways of learning and problem – solving but also gives him a path to sort out confusion about his own strengths and weaknesses.