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The Recruitment and Corporate Assessment

"Why is it that 80% or more organizational strategic plans fail?

It is not because the lack of ability to plan, but the inconsistency between the organizations working values which are in conflict with the essential ingredient called staff members personal values.

The equation between working values and staff values need to be synchronized in order to achieve effectiveness and efficiency within the working environment."

Dr. Neil Whitehouse

HR experts, CEOs, and Recruiting pros use Functional Intelligence for a reason. It is simply without peer in matching personel with companies and job positions.

Recruitment has become a game of Russian roulette, subjective to perceptions of expert recruiters, who fail to understand the essential ingredients necessary to allow recruits an optimal holistic functionality.

Certain assessments are done to establish your personality, emotional intelligence, assertiveness etc, without the consideration of the recruit's uniquenesses and criteria, which are made up of what is known as personal values.

In addition to these two absences, the working environment has been defined through job descriptions, instead of certain job criteria or job values which have not been clearly defined.

Working environmental criteria's are not job descriptions as perceived in the recruitment industry. The fact is that the essential ingredient, namely the criteria that defines job values, are not considered at all.

However, often a candidate is asked the question "are you honest?" "Do you get on with people?" etc. both those questions are referring to one or more of a persons personal values, yet the recruiter does not have any idea of what the persons true values are. In fact they cannot even define their own personal values according to preference or hierarchy.

At present the job descriptions and human personalities becomes the critical elements for the modern recruitment model; Firstly, let us test the model with only two of many question.

If a person is uniquely different; (which scientifically is very easy to prove) then where is the starting point in defining any unique human being? Where does the norm or personality type fit in with unique?

The answers to the above questions and the reality is that it is not possible to describe a normal or personality type person in a world where uniqueness is the reality.

Tradition has allowed us to believe that we are types of people whom some experts believe they can define scientifically. Naturally, this is a proven myth. Our personal self-worth lies in the fact that we are unique individuals that are irreplaceable.

The reality of the facts are that each and every person has uniquely different personal values which causes signicantly different behaviours in any defined environment.

The key to unlock this dilemma is to scientifically identify the working environmental values and then match the personal values of any candidate or individual with the environmental values and thereby ensure that the working values and the personal values are in harmony with each other. Further it is essential that all staff within the defined working environment are in harmony with each others values. This would lead to efficiency and would at the same time allow the candidate to lead a fulfilled life-style.

After approx 40yrs of research "Functional Intelligence" was coined as a methodology of matching candidates to specific defined job environment by Dr. Neil Whitehouse in 2005.

This methodology is a worlds first and one needs to climb out of our vertical methodologies, due to the fact this modern world is growing laterally at an uncontrollable pace.

Once again we emphasize that in todays methodologies, individuals' uniquenesses are not mapped effectively and research has proven that the very elect in the recruitment industry do not know or understands what their own unique personal values are, let alone understand the values of the individual they are trying to recruit. Personal values have never been part of the recruitment equation. This leads to "perceptions" and nothing to do with fact.

The following questions need to be answered honestly:

1. Will the new recruit be happy in the job environment offered to him/her?

Once again we will not know whether the candidate will be happy or not, because we have not identified the personal values that motivates the recruit to be happy.

Explanation: Recruiters traditionally use a one sided vertical approach. The fact is that we only look at one side of the coin and that is to satisfy the needs of the organization. Unfortunately for us, we have already discovered, that the criteria making up the job values have not been defined and neither have the candidates' personal values been discovered, leaving us with an unresolved negative loop which keeps going round at an enormous cost to the organizations,causing dissatisfaction and high staff turnover as both parties are not achieving their objectives.

2. Is the chosen candidate the correct candidate and how did we determine that?

The answer to this question is: the candidate was chosen through a "Gut Feel" or 'Self Perception" and the recruiter does not know if the candidate is the correct recruit. They sincerely hope that the selection was correct.

Explanation: One environment has completely different working environmental values to another, due to the fact that people with their own personal values and uniquenesses react differently in different working environments. The recruiter does not know what the true value expectation of the employer are.

Therefore, qualifications and experience become ineffective, should the recruit have conflicting values within the new working environment. This of course includes the environment itself inclusive of the staff within that new environment. Qualifications and experience, although critically important, become secondary factors when finding the right person for the right job environment.

3. Will the employer be satisfied with the performance of the candidate?

The employer may seem to be satisfied with the recruit, because the recruit may have all the necessary skills to do the job, but the reality will kick in after a few months when the working environment starts effecting the candidate's functionality.

Explanation: Research has proven that after a short period of time, most of the recruits are either dysfunctional or alternatively are inefficient in what the do. In the majority of cases there has been levels of inefficiencies and dissatisfaction that has embedded itself amongst staff and employers alike.

4. Will the staff members work in harmony with the new recruit?

Staff members are uniquely different to each other and all react to things uniquely differently. The new recruit will work in harmony with staff members provided they do not have conflicting personal values.

Explanation: If we do not know what our staff members' personal values are and we we do know what the candidate's personal values are, we are unable to predetermine the conflict areas which are likely to cause disharmony and dissatisfaction within that working environment.

The Snare:

Let us look at the information as discussed above and look at the pitfalls in the system. The candidate completes a resume or CV. Today there are professional CV writers and they are experienced in how to impress recruiters with their presentations and keywords selections. What does that tell you about the candidate? Absolutely nothing! Except that one knows the candidate's personal particulars.

Explanation: The candidates who cannot afford to hire a professional CV writer and decides to publish his/her own CV, may not have aesthetics as a hierarchy of values or be familiar with the necesssary keywords. Those candidates would just fall by the wayside while in reality they could have the essential personal values necessary to satisfy the job environment and the necessary qualifications to be effecient in that same job environment.

A one-on-one interview allows for a standard to be embedded in the selection process, based on personal perception. These personal perceptions are created through the use of the recruiter's personal values which then become the bench mark or standard for recuitment. Perceptions have no basis on which one can do any recruitment professionally.

Functional Intelligence™ is by far the most advanced selection process available in the world today, having a standardized web-based recruitment procedure; which includes an online CV. It defines the recruits: personal values, job values and job segment; matching them scientifically according to a hierarchy of personal values with that of the pre-determined job values.

Registration is absolutely free. There is no cost to the recruit.

The recruit completes a values and market segment profile and you will be on the road to be considered for a BURSARY or a JOB where personal satisfaction and a fulfilled lifestyle becomes a reality. You cannot be discriminated against because of the recruiters personal perceptions.