Audition combines a behaviour based templates with personality profiles, to produce a range of comprehensive, easy-to-read reports for each step of the selection process.
Audition allows organisations to define the behavioural based role elements that are essential for success in that particular role and context. It helps you to ask the questions that matter, and remove subjectives bias for a more effective, consistent and targeted selection process.
Better yet, by grounding recruitment in stable personality traits, successful candidates can be easily upgraded to a full Facet5 Profile, Spotlight or TeamScape. They won't have to complete any other questionnaires and can get straight into team integration and personal development. Because how you bring someone into a role is important too!
How does it work?
There are 3 main steps to the support the recruitment process:
Step 1: Create a role template.
Option 1: Role Definition Questionnaire
Get a mix of perspectives on which behaviors are ideal in this role. A short survey of role elements gathers the ratings from a range of viewpoints, to define key attributes required for success in a role and in the organisation.
Option 2: Create Template from Profiles
Create a template using personality data from "star performers" currently in that role or in the team, to explore what people who already do well in that role have in common.
Option 3: Create a Quick Role Template.
If an organisation has already identified preferred behaviours driven by research or bespoke consultancy, a template can be created directly within the system.
We also have a Template Library which is a good place to explore Audition templates and the process. But we know you can do much better than that and create something relevant and grounded in the context of the role.
Note: It's not just what mix of traits are successful. The Audition templates can be carefully weighted, so that role elements agreed to be more critical have a bigger influence on who gets matched best with that role template.
Step 2: Compare the candidates to your role template.
If you are in the process of narrowing down from a larger number of potential candidates, you can map a group of people to 1 or multiple role templates.
This provides a simple measure of fit, listed by how closely each person matches the ideal. In an ideal world you would be able to interview all potential candidates, but in reality, recruitment is a complex, costly and takes time. This process gives you extra data to decide which candidates to take forward.
Step 3: Interview your selected candidates.
The tailored interview guide is where Audition comes to life. You are finally in conversation with a potential star candidate and want to have a thorough conversation to understand how they are likely to show up in the role.
It shows where the "ideal" was defined to be from the Template, and where this candidate sits in comparison based on their personality. This helps suggest both their likely strengths and stretch in this role, and suggests handy behavioural and situational questions to both focus and deepen the dialogue.
This all supports a consistent and high quality interview process.
Remember. Personality does not define someones behaviour, but it is highly predictive of it.
Gaps can be risk areas, or they can highlight how someone has developed and overcome personal challenges in the past. If this is a recognised risk for them, what support and development path would this candidate need to haver the greatest chance to thrive in this role from the start? Don't forget gaps can also help identify where someone might bring a positive difference and diversity to a role.
Want a shareable introduction to Audition?
The download at the bottom of this article outlines the Audition process and report options. Use it as is, or adapt it to suit the conversation with your clients and customers.