Using Insights Discovery in the Recruitment Process<\/strong><\/h5>\nApplication of Discovery:<\/h5>\n When used in conjunction with job-specific questions, the Insights Discovery model can complement the recruitment process by offering an insight into the individual\u2019s behavioural preferences in the workplace.<\/p>\n
Depending on the chapters selected, the Insights Discovery Personal Profile can give the interviewer an idea of how an individual might conduct themselves in the workplace in areas such as sales or management, although the profile will not reveal the individual\u2019s competency in these areas.<\/p>\n
The interview chapter of the Insights Discovery Personal Profile provides a list of stretching questions designed to probe areas that the individual may find difficult or challenging. Using this chapter can help to establish the individual\u2019s awareness of their strengths and areas for development.<\/p>\n
Limitations of Discovery:<\/h5>\n Insights Discovery should never be used as a basis for the screening or selection of new employees\u00a0for the following reasons:<\/strong><\/p>\nThe Insights Discovery Personal Profile is NOT designed for the assessment and differentiation of abilities, workplace competence or aptitude.<\/p>\n
The requirement for specific colour energies must not be factored into the recruitment process. Stereotyping in this way is considered to be unethical and job roles should never be \u2018coloured up\u2019.<\/p>\n
To varying degrees we all possess a combination of the four colour energies and we have the ability to flex up or down on any of them depending on the situation or task in hand. The presence or absence of a specific colour energy does not dictate whether the individual is able to perform well in a particular role.<\/p>\n
Candidates must be informed in advance that the recruitment process includes completing a profile.<\/strong><\/p>\nIt is the responsibility of recruiters to clearly state that candidates will be asked to complete a profile. This should be done as early as possible in the process in either the job advert itself or the recruitment pack that is sent to prospective candidates.\u00a0 Candidates must provide their written consent (by email) to share their profile with the recruiter.<\/p>\n
Insights Discovery profiles are only available when accompanied by a debrief with a licenced practitioner.<\/strong><\/p>\nBoth profile recipient and recruiter should be debriefed separately by a licensed practitioner of the Insights Discovery model before the interview. This is usually done via phone or virtual .<\/p>\n
Candidates have the right to decline the offer of a profile without being placed at a disadvantage.<\/strong><\/p>\nEven though they have been informed in advance, candidates may still choose not to complete a profile. In order to obtain freely given\u00a0consent in line with GDPR legislation, it must be given on a voluntary basis without the threat of not being taken forward in the recruitment process.<\/p>\n
Profile Owner:<\/h5>\n It is important to note the profile recipient is the legal owner of their Insights Discovery personal profile and has the right to submit a subject access request asking for it to be destroyed at any point. In this case we will ask for written confirmation from you that any copies you hold have been destroyed and we will remove the source document from our server, the profile will not be accessible again once this has happened.<\/p>\n
10) Jurisdiction<\/h4>\n These terms and conditions are governed under the laws of England.<\/p>\n
Quality Assurance<\/h3>\nOur Commitment<\/h4>\n\nOur policy specifically sets objectives rather than dictates detailed procedures and structures. It promotes consistency rather than standardisation across the business, and is underpinned by the concepts of equality and fairness.<\/li>\n To develop a full understanding of our clients\u2019 needs by listening to, being honest with and openly discussing the individual requirements of every contract and to put ourselves in the customer\u2019s position when making decisions.<\/li>\n To ensure that a plan is implemented on each project, encompassing control measures that ensure the client\u2019s requirements are met, within the specified time, and in line with the budget.<\/li>\n To actively seek customer feedback and to use this as a format for continuous assessment and improvement.<\/li>\n To maintain standards through our recruitment of new associates, and the monitoring of their performance, including observation sessions and feedback. If, for any reason, a client should be unhappy with an Associates performance, the Associate\u2019s contract is terminated with immediate effect.<\/li>\n All employees and associates are expected to take personal responsibility for their own professional quality and standards in all their activities.<\/li>\n To encourage employees and associates to continue their professional development through further training and updating on topical issues.<\/li>\n All policies and procedures are well documented and readily accessible to employees, associates and clients.<\/li>\n<\/ul>\nProgrezo Limited registered office:\u00a044 Brook Street, Great Bedwyn, Marlborough, Wiltshire SN8 3LZ \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Registered in England & Wales company number: 9774031<\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"Environment Our Commitment Being aware and continually improving our environmental performance measures in line with legislation by keeping up to date with environmental issues via the Envirowise website www.envirowise.gov.uk. Keep our colleagues and business partners aware of the environmental effects of their activities by encouraging regular visits to this website. Setting and sharing good practical","protected":false},"author":1,"featured_media":781,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"acf":[],"yoast_head":"\n
Legals<\/title>\n \n \n \n \n \n \n \n \n \n \n\t \n\t \n\t \n \n \n\t \n