A high employee turnover rate brings sleepless nights to HR managers. There are many challenges faced by HR professionals today in identifying a candidate's innate skills and talents for the job.
While the right attitude, hard work and training are crucial to determine the success of our professional lives, we cannot deny that our unique inherent strengths can influence the way we approach work. Thus, HR personnel need to be aware of this and take an appropriate approach in their hiring process to identify the right candidates.
Recruitment practices need to be improved to engage suitable candidates who are qualified enough to meet certain criteria in the job description. In spite of possessing the basic requirements of education and work experiences, character and attitude are equally important in selecting the right candidate. Personality profiling through tests like the Jung Myers Briggs, DISC profile and the Keirsey Temperament Sorter are common methods used to identify a candidate's character in many large corporations and multinationals and evaluate his or her suitability for the job, but these tests may entail certain disadvantages.
First, they require the candidate to actually sit for them and answer forced choice questions, where the individual has to select one out of only two possible answers in each question. Secondly, the reliability of the test results in accurately profiling the person is second at best, since the candidate can opt to skip questions if they are unable to decide on an answer. Not everyone fully understands themselves. They may assume they are a certain type of person, but in actuality this may not be the case. An incongruence and confusion may arise when a person's true self manifests in a dire situation, contradicting the hypothesis or vague results of an evaluation report.
The simplest and fastest way to accurately identify a person's character is through a method called "Decision Referential Technology (DRT)", which is a method developed by using the BaZi Personality Profiling system. Its biggest advantage is that it does not require any input from the candidate. By using the candidate's date of birth (time of birth is not required for a basic profiling), a BaZi calculator can auto-generate a BaZi chart. With some simple BaZi knowledge, a HR department can then use the BaZi chart to determine a candidate's personality profile almost instantly.
BaZi has a high level of accuracy in ascertaining a person's basic and inherent personality. It can determine a candidate's character at three different levels, categorized as Day Master, Structure and Profile.
Day Master Reveals The Inner Character
Each person is different and unique according to his or her respective Day Master. It represents the most basic self and identity, signifying the innate personality traits, qualities, quirks, strengths and weaknesses. This allows for easy and ideal matching of the candidate's talent according to the criteria of the job description.
Structure Uncover The Behavior In The Work Environment
AMlu person's Structure can determine the strength and weaknesses related to people and events in the work environment. Through this, one can understand why some people are the ways they are, and can help them effectively manage these different behaviors at work. As different job positions play different roles within a team, it is important to know whether a potential candidate is well-suited for his or her role as either a team member or a team leader.
Profile Bring Deefer Understanding To A Person's Role At Work
A BaZi Profile peels off yet another layer of the candidate's personality to reveal the roles he or she plays in life, whether consciously or unconsciously. It reveals a person's self-image and work mask that showcases their natural tendencies and responses when at work. This can determine whether a person can adapt to the corporate culture and work environement.
BaZi personality Profiling provides highly reliable results with virtually zero interpretation errors at its basic level. Unlike other typical personality tests, no one can cheat on their BaZi chart as it is derived solely from their Date of Birth. It can assess a person's personality up to an astounding 85 percent accuracy, with the remaining 15 per cent being the person's awareness and exercising of his or her own free will to make things better or worse.
In short, the BaZi method will enable the HR department to not only identify the right candidate, but also assist their existing staff in determining their own personality. With this information, an organization can then provide suitable training to improve the skills and knowledge of its employees, further maximizing their potential.
To test the BaZi Personality Profiling system, visit www.baziprofiling.com.
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