The right person in the right job


The right person in the right job


The behaviour - focus for people, job and organisation




 

Introduction

TRiNGiNE developed an online tool to support the job matching processes for companies and independent HR professionals. Both candidates and Jobs will undergo a thorough test in form of a team role assessment. The resulting profiles can instantly be matched against each other, analysed and documented.


The Belbin method – a silent force

Besides other things the Belbin Team Roles are used to identify people’s behavioural strengths and weaknesses in the workplace. Although the method was developed to check why some management teams are successful and some fail, this method is also suitable to identify an individual’s behavioural capabilities. Preferred and less preferred behaviour results in strong and weak team roles, showing which behaviour can be expected from a person.


The TRiNGiNE – team role innovation platform

The name TRiNGiNE is an acronym for “Team Role Innovation Engine”. It was designed to offer organisations and HR consultants a much more extended use of Belbin Team Roles. Team roles can offer more than they are currently used for in the basic Belbin approach. TRiNGiNE adds continuously innovative features and applications to its platform to make the most out of the valuable information of ones behavioural preferences.
When using TRiNGiNE with recruitment and selection a lot of candidate related questions can be answered in an early stage: Is the candidate’s self-perception in line with what others observe? Is his/her currently shown behaviour the desired one? Does the candidate fit to the job? Does he or she feel at home in this organisation? Is the candidate likely to stay in the offered job or will he/she jump at the next occasion?
For this and other applications TRiNGiNE has developed its innovation platform to continuously add new and improve current features and functionalities.


TRiNGiNE Jobtest

Based on Belbin’s initial Jobtest, TRiNGiNE introduced a practical implementation for improved job requirements with an easy to use "drag and drop" interface. It allows organisations to collect Job assessments from various stakeholders and consolidate these inputs through a review process involving all participants to come to one single, agreed upon job requirement.


TRiNGiNE Job application project

As soon as the results from the personal tests of a candidate are available, each candidate can be assigned to one or more job application projects. Important, because during matching the group of interested candidates can be included in the search for the perfect match. An application project can be set up after a successful completion of a jobtest. The pools of candidates from which you can choose for matching are : all candidates in your data-base, all candidates from a chosen company or all candidates that have signed up for a certain job via the job application project.


TRiNGiNE Matching

To be able to assess whether a job is suitable for a person or vice versa, TRiNGiNE has designed a unique matching engine, producing a collection of the best fitting candidates for a job, or reversely the best fitting jobs for a candidate. This helps in quite a number of situations :

  • For Recruitment : Have the applicants for a job do a self-perception and let them ask others to assess them as observers. Use the matching engine to look who is the most suitable candidate, based on offered and required behaviour. It has been well established that even the candidate with the best CV will fail if the behaviour does not fit. So this is an extremely important addition to the recruitment process you would not want to miss. How do organisations determine this today? Well, they usually look at the application letter that shows the candidate’s motivation and then try to get a further understanding in direct talks with the supposedly best candidates.
  • Career planning : Compare the self-perception and observer assessments of the employee with other job profiles in the organization. This does not need to be a vacancy. It would show the candidate what in a couple of years from now would be a fitting position. Even if a job only fits partially, it can give the candidate an incentive to work towards this position.
  • Personnel reduction : Sometimes companies need to reduce staff, that means : there are now many employees for an available job. Under such circumstances often the best people leave quickly - a double hit for the company: the staff is reduced and the best people have left. With TRiNGiNE Matching it is possible to identify the employees the organisation should try to keep to fill the remaining positions and who they should let go.
  • Similar goes for Reassignment and promotion : When challenged to find the right employee for a target position, the TRiNGiNE matching process can help immensely in reducing time and cost of this process. Candidates can be preselected quickly. Often thoroughly scouting the own database leads to surprising results. People that seem a good fit at first, are really not and others could be found with a much better fit than was to be expected.


TRiNGiNE Job preferences

Imagine how much better the TRiNGiNE Matching result would be if one would actually know what the preferences of a person for a job are. Often the assumption is made that because somebody applies for a job they are certain, that this is the job they want or they are best suited for. Of course, this is not at all reality. With a TRiNGiNE Job preferences test the candidate can show what his/her preferred job would be.

  • For Recruitment : TRiNGiNE Matching compares the candidate’s preferences with the self-perception, the observer assessment and the job requirements. Thus showing a much more accurate picture of the suitability of the candidate.
  • Career planning gets a much more solid basis if the job preferences can be added to the matching process. With these job preferences the employee has given indication of where he/she wants to go. Comparing the employee’s own and outside view, shows if this is a realistic desire. Comparison with the job profile of the current job, gives an indication if the employee is happy in this job.
  • With Personnel reduction decisions the comparison of the job preferences with the offered and required teamroles give better insight in who to keep and who to let go. If the job preference shows something completely different than the job that is offered, it may be better to let the person go. Reversely somebody who is less suited, but shows potential through their job preferences, might be much more motivated to try harder. Similar goes for Reassignment or promotion.


TRiNGiNE Organisation test

The TRiNGiNE Organisation test shows how a company is seen by people outside and by employees and management from the inside. This image describes the culture, if you will. At this moment the organisation test looks at two aspects of the organisation. Its image in the market and its image as an employer.
Most of the time a company’s own marketing or PR defines and described how a company wants to be seen. This, sometimes, creates a completely different picture of the company than people working there see. When candidates pass the sometime lengthy traditional application process (costing by then already quite some money) they will be reasonably disappointed when the great picture they had when they applied, is not true at all. The chance is high, that this person will leave after a few months (best case) or stay as dissatisfied and unmotivated employee (worst case).


TRiNGiNE Organisation preferences

The TRiNGiNE Organisation preferences test asks the employee/candidate in which type of organisation they would you like to work. Also here the questions are grouped in the same two aspects. The organisation as market-player and as employer.
By comparing the organisation profile in which the job resides, with the organisation profile the candidate actually would like to work for, the recruiter gets an indication if the candidate will enthusiastically and motivated participate in this organisation. If the two don’t match it is unlikely the candidate will really.


Benefits for organisations and recruiters

  • More effective and more efficient pre-selection – find and invite the right candidates to your interview. That saves time and money.
  • Better preparation for the personal interview – use the analysis and points of attention from the reports. It saves preparation time and effort.
  • Higher quality input for candidates and job profiles – invite various relevant people for their input. It increases the chance to find the right one fast.
  • More emphasis on company culture and a for recruiting usable (honest) company description.

Conclusion

The TRiNGiNE platform in general and the TRiNGiNE Matching in particular can be used for any situation where the suitability of a candidate or an employee for a job/organisation or vice versa needs to be determined. It provides growing accuracy when more and more tests are being added.
Adding behaviour as new dimension when describing a person, job or organisation and TRiNGiNE’s continuous innovation effort related to teamroles allow to shift the emphasis in recruiting and human resource management towards "behaviour first" and the rest later.



TRiNGiNE – The right person in the right job