What a brain match says about success on the work floor
To perfectly match talent with a job, you have to meet a large variety of demands. Think of the right knowledge, personality, motivation, and brain skills. Once all check marks are on green, chances are high that you as a recruiter have a hooked a natural talent and that the talent puzzle is complete.
BrainsFirst offers you objective, reliable information regarding one’s brain skills. A combination of the most distinguished ‘hard & soft’ skills that fits well with what’s currently called ’21st century skills’. BrainsFirst makes these essential, ‘elusive’ information building-blocks transparent and accessible, so that you can make more reliable recruitment decisions.
Collect as much objective information as possible in the beginning
The starting point for making uncertain decisions is simple. Think of the medical world. Here you have to collect as much reliable, ‘hard’ information as possible at the earliest possible stage in order to end up with the most objective possible overview of the situation. The amount of your judgements and decisions increases and the initial uncertainty changes to a prevailing probability. Recruitment decisions also have a relatively high degree of uncertainty. In this case it’s also important to replace the mainly subjective information, in the form of resumes, motivation letters and unstructured interviews, at the beginning of your recruitment process with more robust knowledge about the person in question, based on facts. In this way, you increase the probability of a correct decision.
Brain skills are an essential piece of the talent puzzle
All our actions and in the end how we perform within a particular context finds its origin in the brain. BrainsFirst helps in the search for naturals. People who are ‘tailor made’ for a particular profession. The higher the match between what is naturally present and what is essential on the job, the bigger the chances of a happy employee and employer. At Brainsfirst, we call the combination of required skills which you are looking for the goal profile. The goal profile is an indispensable ‘talent puzzle piece’ that a candidate must have in order to speak of a true ‘natural’. For example, for a top lawyer, the speed of information processing is not that important, it is all about accuracy. On the other hand, speed of information processing is one of the most important brain skills for a top professional soccer player and air traffic controller. The goal profile is tailor-made. Tailor-made work with the utmost precision to map the brain skills for the best brain-job match.
A high brain match-score as a starting point for selection and hiring
If a candidate scores high on the match between what the person is able of by nature and what is asked, you would expect a match score between 70 and 100. For example, a match score of 87 indicates that the candidate belongs to the 13 percent best matching brains of the talent pool. That talent must be naturally able to deliver the desired performance. Or to be able to make things his/her own very fast. If that person applies for example to a job as software programmer, that score shows if the required biological building blocks are present for that job in particular. You can assume that the work-related skills have already have been developed or can be learned quickly. This gives you a very good indication of the potential of performance and therefore offers very valuable information for your selection decision. Someone with a high match score therefore gives reason to be invited and make a personal acquaintance to determine whether there is also a company fit or culture fit.
This makes the brain match-score a prerequisite for success, yet no guarantee. It is a crucial puzzle piece to make the ‘talent puzzle’ complete. There are other pieces that you still need to collect and put in the right place in the talent puzzle.
Talent recognition of the future starts today
Would you like to know more about how you too can select the naturally most suitable candidates for your job? Contact Ivar Schot and discover how you can start recognizing future talents.