Conexus is looking for People people.
When we say you are looking for "people people", we mean those individuals who are wired differently- they see themselves as servants first, putting the needs of others ahead of the needs of their own. They speak and act with kindness and empathy, live their lives completely comfortable with who they are, and aren't afraid of the vulnerability that comes with being emotionally connected to what they do.
We can all spot these people a mile away- as customers, they change our entire experience and influence our purchasing decisions. They can literally change the outlook of our day, and they proudly carry the company flag both at work and out in the community. There is no difference between who they are at home and who they are at work, because no matter where they are, they are their true and authentic selves.
The truth is that there are a lot of people out there who live their lives this way, and if they are able to plug into a place of work that shares their values and beliefs, there's magic.
We can help you find people people.
The initial request that came from Conexus was to assist in the development of an emotional intelligence tool that can help the organization identify a higher level of EQ in their candidates.
While we can certainly do that, we have expressed concerns to Shaulen and Becki about the reliability and validity of emotional intelligence within a recruitment competition, and the ability to use EQ as a measure of candidate success within their filled position and beyond. As emotional intelligence is only a measure of the individual's affective part of the brain, a candidate's level of emotional awareness has not been proven to produce a high level of consistency as a success measure within organizational recruitment activites.
We see a couple of options that might be worth your consideration.
As we mentioned earlier, we are more than happy to create a series of interview guides and a bank of questions for use within Conexus that can be used in measuring emotional intelligence.
But what if together, we did more than that.
What if we challenged the way that Conexus does recruitment altogether.
As former staffing consultants ourselves, we've been a part of thousands of interviews, all of which utilize the exact same process:
Apply. Screen. Interview. Hire. Repeat.
The problem is, as an HR profession, our processes have become out-dated, and are now lacking in the ability to measure some of the most important elements of finding the right people- people people. Interview questions are literally shared on-line between applicants (Organizations like Glass Door even collect common interview questions and share candidate experiences), and behavioural based interview questions no longer push a candidate to reveal true behaviours because they are so commonly used that candidates routinely have them rehearsed. Most on-line application programs are programmed to rate candidates based on the same keywords that have been pre-populated based on recruitment best practices. The problem is that smart applicants have become keen to the system.
Long story short- our existing measures are no longer reliable predictors of employee success.
So why not change the game?
What if we were able to work with Conexus to develop a new attraction and recruitment process - one that begins to effectively measure each individual through an evaluation of all three parts of their mind: the cognitive, the affetive and the conative.
Maybe its time we did something uniquely different together to measure candidate fit based not only on qualification, but also by how they feel about working in a service oriented organization, and most importantly, what motivates them to be a part of the Conexus team.
We believe that we can provide Conexus with three different levels of opportunity to work together. All we need to do now is establish which level we are all comfortable with.
Option 1 - We help Conexus pilot a new end-to-end recruitment process within HR .
PROGRAM COST: $25,000 + GST
IMPLEMENTATION TIME: TBD
Ongoing costs: Kolbe Right Fit process - $150+GST/Candidate assessment , $100+GST/ unique position assessment (Kolbe C)
We think that we can work with the Conexus Human Resources team to develop a custom-built, end-to-end recruitment process that includes measures in all three parts of the mind (cognitive, conative and affective). We can accomplish this in a way that is highly measurable, and maximizes your resources and financial investment on evaluating the right measures at the right times. This process could be used within the HR team as a pilot process if necessary.
How we recommend we do this.
1. APPLICATION PROCESS
Working with the HR team at Connexus, we will seek to review and revise the current application process, and determine the way that the staffing team currently screens initial candidates. At this stage, we want to create an opportunity for the candidate to share their relevant experience and education (cognitive), but also begin to share insights into their emotional intelligence (affective) and internal motivations (conative).
2. INITIAL SCREEN AND SHORT LIST
During the initial screening process, we believe the smartest investment for the staffing team at this stage is to assess the knowledge and experience (cognitive part of the mind) of each candidate, confirming that the candidate possesses the necessary qualifications for the position. A cursory review of the candidate's responses to high level motivation and EQ questions can be used to screen further if necessary.
3. KOLBE ASSESSMENT
The next two stages are where Conexus begin to really distance themselves from the pack in terms of developing a process that gets you closer to finding those people people.
Upon the completion of the first two assessment stages, we can next move into the evaluation and measurement of an individual's behaviours and feelings. The first step in this next stage is the evaluation of the individual's conative strengths through the Kolbe A Index, which measures four universal human instincts used in creative problem solving. The Kolbe Corporation refers to these universal instincts as the Four Action Modes®. These four modes are captured in the Kolbe A Index, enabling individuals, teams and even entire organizations with key understanding of what makes them tick.
Unlike personality tests, which tell you what's wrong with you and how to change it, Kolbe tells you what's right with you and how to make the most of it. Backed by 40 years of scientific research and validation, Kolbe Indexes are fun and easy to complete online in less than 20 minutes. There are no "right" or "wrong" answers to the multiple choice questions in a Kolbe Index. Results are delivered dynamically online.
When leveraging the Kolbe Index for recruitment, we would engage what is called the Kolbe RightFit system, which is a program that makes finding the "right" person for the right job easier and less expensive. Statistically proven, it assists companies in screening and selecting the best job applicants by determining who has the necessary instincts. RightFit ends the headache of guessing how well a prospective employee will perform, by rating each candidate on a scale from "A" to "F," and providing information on how the applicant will take action according to job requirements.
Using Kolbe provides great insight into the conative, or doing, dimension of the mind. It will be important to also incorporate the cognitive (thinking) and the affective (feeling) parts into the hiring process. RightFit identifies the conative part, and resumes usually give indications of the cognitive skills and knowledge acquired. Be sure to ask affective questions during the interview to determine if the candidate shares the same values and/or vision of the organization.
The Kolbe RightFit™ for Hiring allows Affective Consultants the opportunity to work with your organization to identify your current talent, define the job requirements, create an ideal candidate profile and rate the candidates for consideration against a predictor of outcome, called the Kolbe Range of Success.
4. AFFECTIVE INTERVIEW™
Now that we've removed the need to evaluate an individual's education and experience that is relevant to the position, and we've shortlisted and measured the conative strengths of the individuals against the requirements to the position they are applying for, it's time to measure emotional intelligence and servant tendencies.
We propose a full-scale re-think of the interview process for candidates applying with Conexus- one that shifts the face-to-face evaluation away from the traditional "comprehensive" evaluation towards one that focuses almost exclusively on emotional intelligence and servant behaviour. The Affective Interview™ allows staffing consultants to key in on components of the position that help managers "see" what candidates are made of.
The Affective Interview™ increases the level of interaction between the candidate and the interview panel, with the panel focusing less on what is being said and focusing on how and why it is being said. We suggest working with the human resources team to develop an innovative process, questions, and evaluation guide that measure the 4 main elements of emotional intelligence (self-awareness, self-regulation, empathy and social skills) through a visual monitoring of candidate responses to our questions. We will provide a bank of questions that will consist of entry-level and leadership level interview questions, and expected responses to each.
We believe that emotional intelligence questions can be a strong indication of an individual's EQ, but we feel that by combining EQ questions with other questions that also measure an individual's tendencies to be a servant to others, we are able to establish a stronger understanding of what truly makes a candidate tick.
STAFFING TEAM TRAINING
Once a process is fully completed and ready for implementation, Cory, Kevan and Scott will provide an initial half-day training workshop with the Conexus HR team to help prepare them to evaluate candidates using the recommended selection process. Through an interactive and fun workshop session, we will outline the full selection process, answer staff questions and provide all necessary tools to move the process forward into implementation.
Option 2: We help Conexus develop the affective interview process
PROGRAM COST: $17,500
IMPLEMENTATION TIME: TBD
Ongoing costs: NONE
Although not as comprehensive of a process to measure qualified candidates by, a shift in the selection process (and in particular the face-to-face portion of a staffing competition) could help drive some of the desired outcomes that Conexus is looking for.
Working with the HR team from Conexus, Cory, Scott and Kevan will help re-think the selection process to build in an affective (emotional) measure for each candidate. This would include the creation of a bank of EQ and servant behaviour questions that could be used within a new interview process. Questions and responses will be created to measure the 4 main elements of emotional intelligence (self-awareness, self-regulation, empathy and social skills).
This option would also include the staffing team training process listed above, aimed at providing the Conexus HR team a full understanding of the new process and how to conduct a full Affective Interview™ activity. We will also provide a bank of questions (as we have provided in option 1) that will consist of entry-level and leadership level interview questions, and expected responses to each. Questions will be developed to measure each of the 4 main elements of emotional intelligence.
Option 3: We develop a bank of emotional intelligence interview questions.
PROGRAM COST: $5,000 + GST
IMPLEMENTATION TIME: TBD
Ongoing costs: NONE
We can support Conexus with a hands-off consulting approach, and deliver to the HR team a comprehensive bank of interview questions that can be used to assess emotional intelligence of potential candidates as part of the already-existing Conexus staffing process.
As stated above in Option 1 and 2, we will provide a bank of questions that will consist of entry-level and leadership level interview questions, and expected responses to each. Questions will be developed to measure each of the 4 main elements of emotional intelligence.
So, what do you think?
As always, we are open to your feedback and any comments or concerns that you might have. We want to find a solution for you that helps you and your team achieve your goals, and we are thankful for the opportunity to help you meet those goals.
If you see something that you like, fantastic. Send us a note or give us a call and we can create a contract and timeline to get the ball rolling for you as soon as possible.
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Seriously, that button down there.
Just click it.