… for their new job. Instead of waiting for your prospect to be hired and perhaps demonstrating stress fractures while adapting to the new employer’s culture, why not discover and admit those needs up front? Does that sound like a worthwhile and creative alternative?
Very few people are perfectly suitable…
… for their new job. Instead of waiting for your prospect to be hired and perhaps demonstrating stress fractures while adapting to the new employer’s culture, why not discover and admit those needs up front? Does that sound like a worthwhile and creative alternative?
Almost every recruit needs to make behavioral adjustments to match the requirements of their new position. What if we discovered and admitted those needs before sending a recruit to an interview? The power of that approach provides clarity and transparency, and introduces an immediate, practical training process for prospective employers.
Unlike other assessments, The Winslow Profiles & Reports…
…were created by business executives for business use. We measure 24 traits, determining which ones are assets and which ones are potential liabilities in the recruit’s new postion. This provides you and your recruit ample time to develop a strategy for announcing those strengths and providing a strategy for overcoming the liabilities.
Unlike other assessments, The Winslow Profiles & Reports…
…were created by business executives for business use. We measure 24 traits, determining which ones are assets and which ones are potential liabilities in the recruit’s new postion. This provides you and your recruit ample time to develop a strategy for announcing those strengths and providing a strategy for overcoming the liabilities.
We measure 24 personality traits on a scale of 1-10 to predict an individual’s likely behavior. We then provide a comprehensive report of that individual’s unique personality.
We identify the (un)desirable behaviors associated with a variety of jobs. Our unique position overlay compares the individual’s personality to the requirements of each job.
When used for career-related purposes, we provide a single “bottom-line” number, called the “Participants Net Score”, which indicates an individual’s suitability for a particular position. We also identify the specific concerns that will require an employer’s attention.
First class negotiators use a technique called an “accusation audit” to avoid potential conflict in a conversation. This strategy acknowledges the need to identify the weaknesses in one’s position up front rather than wait for the other party to discover and exploit them.
To apply this principle in your business, imagine sending a recruit into a prospective employer’s office holding a comprehensive assessment detailing their many strengths and yet identifying any potential deficiencies. The recruit knows in advance which of their personal qualities are suitable for the job and which need development. By admitting their need for performance coaching beforehand, the recruit is demonstrating humility and good character. This is bound to impress a hiring manager. Whether the recruit is hired or not, our placement system provides you with a profound competitive edge for your professional services.
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