Behavior and Job Profiling

People are first hired for their hard skills but are most often fired for the lack of soft skills. A combination of behavioral and job profiling prevents the company from wasting money on hiring the wrong people for the job. A leader can attract behavior matched candidates for the job before the candidate is interviewed. This means the hiring manager is likely to find the right fit for the job early in the interview/hiring process. Behavioral traits are a major component to every job and can help decrease attrition, and improve job satisfaction. This can overall increase companywide job performance.

The Myers Briggs personality type indicators are based on the theories of Carl Jung. Through observations, Jung viewed that differences in behavior are the result of normal tendencies of people to use their mind in different ways. He concludes that employees interpret life in different ways and are motivated by different things. The subordinate hear what the leader say when the vision and strategy is outlined, and most often is perceived as buying into the seriousness of it. However, most of subordinates are not able to translate the plan into productive action.

An agent of a system change initiative will face the difficult challenge of getting all employees to deliver new ideas and achieve the organizational benefits anticipated. This does not necessarily mean that they are resistant to it but it often means that the jump from vision and strategy to practical implementation is a big leap. This forces leaders into the mentoring or detail management of new employees during the early stages of employment. The Myers Briggs is one of several personality assessments that have prompts and qualifiers to explain how this can be applied.

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