We recently we conducted a case study that analysed graduate behavioural preferences at work and showed the trends that are emerging in the current market. A key piece of this case study was the Fusion Profiling Methodology so to provide some further context we want to tell you more about how the same methodology can be used in your recruitment and development program.
Profiling can be defined as the methodology used to define, assess and develop the critical factors required for success in a graduate role. This process begins at the start of the recruitment phase, where the critical factors for success in a given graduate role need to be identified. To identify factors for success the required factors are:
These factors make up your Graduate Success Profile which will be utilised throughout the Recruitment Process (to identify the candidates most likely to succeed) and in the design of your Development Program (to ensure you are providing a customised approach that truly addresses the needs of your graduates).
The next step in profiling your graduates is utilising a behavioural assessment to add to the customisation of your development program. This assessment involves measuring individual behavioural preferences in the workplace. The results have a wide range of uses for the development of your graduates, as well as acting as the foundation on which your customised development program is built.
For most organisations, it is not uncommon to build behavioural assessments into the process with no outlook for where else these can be used, resulting in a poor return on investment.
Because we want you to get the most bang for your buck we use the assessments administered during the recruitment process to build a customised development program.
Customising the graduate development program for YOUR organisation
Unlike many Development programs that are created based on a ‘one size fits all’ methodology, the use of behavioural assessments allows you to customise your program. Having an insight into the high and low preferences of your graduates allows for customisation aimed at addressing the unique needs of your intake. It results in a customised and focused Development program that addresses the strengths and gaps identified in behavioural assessment, it can be aligned to competencies, and contributes to the strategic goals of your business.
Using Behavioural Results to inform and customise YOUR development program
To give profiling some further context, we have provided below an example of a client’s data set. This data is gathered from a graduate cohort and the results are used to identify the high and low preferences of the group
Following the interpretation of these results, a customised development program is created to develop self-awareness of high preferences (and how to leverage them) and low preferences (and how to manage them).
Best Practice Development Program
See below an example of what a best practice development program can look like. This is a base model, we can work with you to customise the modules you include and when.
Modules aimed at addressing your cohort’s low preferences can be determined through behavioural assessment. We want you to be able to leverage the unique strengths of your cohort as well as building an Individual Development Plan (IDP) for each and every one of them.
By utilising the method of Profiling we can work with you to ensure that your program successfully develops your graduates by giving them an understanding of their personal preferences, how it impacts them at work, and how they can leverage and manage their preferences successfully in each unique role.
We can also work with you to get the most out of your behavioural assessments that you may already be using in the recruitment process, resulting in a higher ROI.
For more information about profiling or to catch up over a coffee to discuss your development program, please contact: