At our recent breakfast seminar in Melbourne, we released the results of our latest graduate profiling analysis: examining behavioural preferences of Australian graduates over the past two years. As the majority of the recruitment programs we deliver include behavioural assessments, we are in a fortunate position to have access to over 800 graduates’ individual behavioural results over the past 2 years, across a range of different industries. As behavioural assessments are more expensive than cognitive assessments to administer, most organisations either conduct them at the very final stage of the recruitment process, or even once offers have been made – which meant we could also look at the preferences that differentiated those who received offers, from those who did not. The assessment used in this study was Talent Q ‘Dimensions’.
We will be showcasing the full results of this study at the AAGE Conference next week, but to give you a sneak peek of some of the key outcomes:
The above graph depicts behavioural preferences of all graduates we’ve assessed over the past 2 years (839 in total); so these are the mean (or ‘average’) results of graduates who either reached the final stage of a recruitment process or received an offer.
Some of our key findings included:
- Higher preferences for Analytical, Consultative and Methodical work styles
- Lower preferences for Decisive & Action Oriented and Influencing work styles
It can be useful to consider ‘preferences’ from the perspective of psychologist Mihaly Csikszentmihalyi – who coined the concept of ‘flow’. The theory is that when we are playing to our strengths, we are in flow: we feel fully immersed in a feeling of energised focus, we feel engaged and fulfilled, and can become so absorbed in a task that we lose track of time. A great deal of research has indicated that we perform better (and stay longer) in roles that align closely to our natural strengths and preferences. So, if we use profiling to align graduates to the right roles: it means that we are getting the most out of them in terms of motivation, productivity and retention, but we’re also ensuring that they get the most out of their Graduate Program experience in return.
For the full results of this study, including:
- Gender differences
- What differentiated those who received offers, from those who did not
- Our behavioural profiling methodology
Visit our stand at the AAGE Conference for a free copy of our research paper!
For more information on the above approach to development, please contact Emma Gladwell, Graduate Programs Manager or Jum Lamont, Development Programs Manager.