Whole Mind Recruiting and Selection
Insight has designed a complete interview process that assesses all three parts of the mind for final job candidate selections. For key roles, we assess preferences, natural instincts, thinking abilities, and overall job fit to align with your organization’s growth objectives.
Three Parts of The Mind
For centuries, it has been proven that we each have three parts of the mind. Unfortunately, most recruiting and hiring processes forget this. Often, personality assessments are misused as screening tools, resumes are overused, and interviews are only used to assess whether employers “like” the candidate. Unfortunately, none of these approaches gives you actual information about how a person will perform or do a job. Personality assessments, resumes, and purely “chemistry interviews” (as we call them) give you no relevant or reliable information as it relates to actual job performance.
To successfully profile top candidates, especially for key positions, assessing all three aspects of a candidate's mind is required to understand how they relate to others, strive to perform, and think to process information.
These three distinct areas can be assessed through a combination of affordable assessment tools, verbal interviews, and assigned activities that are orchestrated during the recruiting process.
In our experience, we have tested different tools and developed a base process for Whole Mind Candidate Assessment practices. No process guarantees hiring success. Every process is contingent on the availability of a continually fluctuating candidate pool. Additionally, major internal inhibiting factors include an organization’s lack of readiness to accept a new person internally due to unstable cultural dynamics, as well as unrealistic and unaligned management expectations for the job being offered. Our growth services address such issues as an important parallel track to hiring. Yet, as a focused tactical process, our Insight Whole Mind recruiting and selection process is comprehensive and gives you far more reliable information than “winging it.”
While we can customize this process to meet specific client requirements, it generally follows the sequence and types of practices outlined in the steps below. This process is crucial for developing an accurate profile of a future employee who will be a valuable asset to your organization.
We encourage this process for higher-level key executives and leaders in your organization. This complete process may not be cost-effective or necessary as a selection process for middle and lower-level positions. It is exclusively designed to funnel a pool of candidates to fewer than three of the best candidates at any one point in time. Increasing your chances for successful selection is the goal. Yet, don’t be too disappointed if it simply eliminates the wrong candidates for your organization.
The Process
Our clients request assistance during the recruitment process for tasks ranging from administrative support, including the initial gathering and organization of resumes, to designing job descriptions, to completing the entire interview process from start to finish. Our involvement depends on the client’s desire to be in control of the process, taking into account the budget. Hiring and training the wrong person can cost an organization up to one year’s salary in time and expenses during the first year of employment. For this reason, we strive to integrate the best selection and hiring practices.
Many find our practices unconventional because we address what others overlook. For example, we use instinct tools to determine how a candidate operates, assessing job fit rather than just reviewing their job history. The fact is, the average person changes careers three times—and usually for the better. College degrees are chosen with little consideration for career satisfaction and personal fit.
Therefore, we believe that the best candidates are often overlooked because they are only reviewed based on experience, without considering how a person will successfully perform in a job that is relevant to their talent set. Just because a candidate started in one industry doesn’t mean he won’t be successful in yours. In fact, knowledge transfer from other industries can be the purpose of making a strategic hire that brings new, innovative applications and fills the gaps in abilities lacking in your organization. Additionally, people’s interests and attitudes shift when they engage in activities they enjoy. With over half of employees being dissatisfied with their current jobs, why not explore a new, mutually beneficial experience?
These realities make it imperative to broaden your organization’s skills and abilities for assessing people. This is the differentiating foundation of our Insight Whole Mind process, which is not only unique but also appropriate for the dynamics of our dramatically changing economy, transitioning from industrial and service industries to innovation and brand-building industries.
Insight’s Role
Since Insight is a strategic growth firm, not a recruiting firm, we do not track the availability of potential candidates. We utilize recruiting websites to gather resumes based on specific criteria, and we team up with professional recruiters who specialize in particular fields to identify potential candidates. Insight’s role is to provide the support to assure (regardless of where you choose to get your candidates from - i.e., we often work with recruiters) that, given your budget, job requirements, and internal recruiting skills, you are adding the right people to the right jobs with a process that can be replicated in the future.
Insight’s Standard Whole Mind Candidate Assessment Process
Job analysis
Build job description
Complete Kolbe C Index®
Create Kolbe Range of Success™
Target job ad and placement
Scan & sort resumes
Complete phone interviews & rate each candidate (rating spreadsheet)
Tier 1 candidates complete Kolbe A Index®
Select Tier 2 candidates based on the Kolbe Range of Success™ fit
Distribute behavioral activity to Tier 2 candidates
Finalize specific Round 1 interview questions
Complete Round 1 live interviews & rate again each candidate
Select Tier 3 candidates—distribute DISC & ProfileXT assessments, gather references for background check
Complete candidate Whole Mind profile reports - present to managers
Select Tier 4 candidates for Round 2 interviews
Finalize specific Round 2 interview questions, process & evaluation
Interview & debrief for go / no go selection
Complete job offer process
Finalize orientation & training program
Welcome, orient, train & review new employee