Using our people science to help managers hire, onboard and help your new team member thrive in their role as quickly as possible.
Everyone will feel the weight of a gap in your team, and nobody more so than the manager. A bad hire doesn’t only cost the company financially, it results in a dented team morale, a manager with a higher workload and a hiring team back to square one.
To make sure this doesn’t happen, you can use our people science to:
1. Hire the right person with Role Profiling
Create a job role profile that reflects the skills, traits and strengths of the role you’re trying to fill.
Role Profiling takes each part of our personality and behaviour assessments and breaks it down into nine areas, key to aid any hiring decision.
These are:
- Collaborative
- Driven
- Emotionally resilient
- Analytical
- Communicative
- Decisive
- Independent
- Innovative
- Process oriented
In Thomas Assess, you can easily see how each candidate rates against the characteristics that are the most important to the role.
2. Use these insights to build a personalised onboarding plan
Powered by the insights from our behaviour assessment, managers can see instant insights on how to make the onboarding as smooth and productive as possible for both your new hire and the manager. Our report shows insights like how the new hire likes to learn, how they like to be communicated with and what will help them settle in and feel comfortable in their new role.
3. Insights on how they like to be managed
You’ll receive a report on how your new hire likes to be managed, powered by the insights taken from their behaviour and personality assessments. Use this to adapt your management style to suit you both and get the best out of them, whilst building a solid relationship.
