Improve your organization's performance
with understanding your team on a personality profile level
ABOUT US
The Profile Pro Plus - P3, represents a successful effort to produce an assessment instrument useful to business, industry, government, and educational services that characterizes individuals on a number of psychological traits that are important for job performance. The P3, is an effective instrument that allows companies and individuals to maximize the fit between employment demands and the abilities, aptitudes and personality constellations of employees or potential employees.
About usHIRING
P3 was designed to help you select the right candidates for critical positions.
RELIABILITY AND VALIDITY
Since the Profile was first published the manual has been revised and the norms updated twice. In addition, a new reliability and validity study was also completed in 1998.
DEVELOPMENT
The Profile was developed by compiling items that purported to measure traits important in business and leadership situations, both personality and mental aptitude, and then having a large and diverse sample of people complete these items.
SUCCESSION PLANNING
Ensuring continuity and preparedness within an organization by leveraging P3, organizations can make informed decisions that drive business success.
Services
Application Scenarios
The assessment world has great value within the full range of personnel issues confronting businesses of any size. A partial listing of these applications includes:
Recruitment and Selection Processes
Under ideal conditions people would only seek employment in situations where they know they would be happy, productive and find harmony with the aims and goals of the employer. It is, however, not an ideal world! In reality, people often seek employment in positions due to economic necessity, geographic convenience, security, a need to escape and so on. They may not necessarily know what sort of work can bring them success and satisfaction. When prospective employees can’t or won’t acknowledge their true motivation in seeking a position, employers won’t find out by asking and may never find out their true motivation until it’s too late. Have you ever hired someone who performed better on the interview than he or she did on the job? Using an assessment, the prospective employer can determine whether a properly screened applicant has the necessary ability and personality make-up to be a good employee in a particular position.
Key Player Development
According to a Sarasota Institute study, between 1980 and 1998 over 85% of Americans who voluntarily left their jobs did so because of weak front-line management and a lack of effective career development. This statement still holds true today. In a shrinking talent pool, that fact means trouble for any growing business. The importance of individual differences does not stop upon completion of the hiring process. The same information that helps find the “best fit” for a job also applies to the choices for developing a new employee into a key player. A “one size fits all” approach to employee training and development has been notably unsuccessful, although it has been quite good at wasting time, money and human potential. The key to an effective development (treatment) program is a thorough diagnostic assessment using a proven tool. Assessments can provide both a view of mental efficiencies and a characterization of personality dimensions that in simple terms represent one’s present state of “workplace wellness”. Proper coaching, training and long-term career development is built upon a foundation of intelligence describing what potential resides within the individual.
Job Placement & Promotion
The pace in many businesses is such that it’s not feasible to wait around for training and development to provide a supply of ready, willing and able candidates. When new opportunities appear, most businesses simply have to “go with what they have right now in personnel”. The question then is “What do they in fact have?” In the absence of a succession line for an established position, businesses need a placement/promotion procedure that is demonstrably fair to all concerned, that is, a procedure having an empirical absence of “adverse impact”. Whether the economic focus is global, national, regional or local, more and more businesses operate out of multiple locations. What often goes unrecognized are the “cultural differences” that operate within and between business locations. Unless exceptional measures have been taken, multiple business locations don’t have the same culture and often not the same goals. The individual moving within a company may find it very difficult to work in new locations and situations whose values and goals are dissonant to those of the newly placed employee. Yet these individuals are the ones whose success propels the company forward. Assessments help in these situations by providing information not only about the individuals but also about the dispositional “value system” existing in their new location or situation. This information makes it easier to determine if and how any particular person fits a specific business climate. It also helps create an awareness of what it might take to shift that cultural climate.
Team Building & Membership Compatibility
The concept of “team” is far more complex than the bromides and methods offered for the purpose of teambuilding. No tool, including is able to consistently build a winning team. Nobody has figured out how to guarantee “team chemistry”. But some components of teams are recognized today as basic to the construct and also open to meaningful assessment. An assessment provides helpful information about team members, team roles and the synergy between constituents and purpose. Does the team have a designated leader or is it set up to be a leaderless group? Does the designated leader have a leadership Profile appropriate to any leading role? Is there a useful designation of “style” for a group’s leader? What kind of followers are in the group? Do the followers tend to focus their energies on smooth group processes or on proper outcomes from the group’s efforts? Does the group consist of compatible personalities, and how would knowledge of incompatible personality features help the group function? What is the balance between personal efficiencies and group effectiveness? The preceding questions are not posed for the purpose of pondering the weighty issues of group dynamics. These are questions a assessment should be able to shed light on. Again, there is no thorough explanation of why one group works and another doesn’t. But having some information to answer the questions posed above can give any group an important edge on effectiveness.
Remedial Coaching and Career Counseling
Sometimes a key player goes into a slump, and perhaps mirroring sports, one waits (and maybe prays) for the slump to pass. More businesses (and sports franchises) are choosing not to wait for time and/or divine intervention to provide the cure. Instead of losing a good employee, an employer now ascertains whether or not he or she “can be saved”. In these situations an assessment becomes a valuable part of a remedial package. Every application presents its own distinctive features. Perhaps the person has changed, the position has changed, and/or the company has changed. Whatever the case, the underlying challenge is to re-fit the talents of the individual to the parameters of the workplace. Sometimes that’s not possible and in those instances the task becomes one of career counseling. In other cases the individual has no job history and seeks advice about what he or she “might be good at doing”. Assessments have the advantage of measuring factors proven to be critical in the world of work. In addition, an individual’s data can be compared to hundreds of normative patterns established for jobs successfully done by prior respondents.
Testimonials
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Saul Goodman
Ceo & Founder
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Sara Wilsson
Designer
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Jena Karlis
Store Owner
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Matt Brandon
Freelancer
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John Larson
Entrepreneur
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Frequently Asked Questions
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Profile Pro Plus - P3 Assessment
P3 is a data-driven assessment tool designed to help organizations make informed decisions.
Using P3 as guidance in areas such as hiring, employee development, succession planning, and career selection, P3 provides a holistic view of an individual's strengths, weaknesses, and potential by analyzing their psychological factors and personality dimensions.
Key benefits of using P3 include:
- Improved fit between employees' skills and job requirements
- Increased productivity and reduced turnover
- Enhanced employee satisfaction and comfort
- Reliable and valid results with high correlation coefficients (0.64-0.89 for mental aptitudes, 0.63-0.90 for personality dimensions)
- Perceived subjective accuracy of 92.6%
P3 is a standardized tool that can be used to support various business decisions, including:
- Hiring: Selecting the right candidates for critical positions
- Employee development: Identifying areas for coaching and focused training
- Succession planning: Ensuring continuity and preparedness within an organization
By leveraging P3, organizations can make informed decisions that drive business success.
Contact
We look forward to speaking with you about how we can help you achieve your goals.