{"id":1385,"date":"2022-01-28T10:24:26","date_gmt":"2022-01-28T08:24:26","guid":{"rendered":"https:\/\/neuroagilityprofile.com\/?p=1385"},"modified":"2024-02-06T13:44:56","modified_gmt":"2024-02-06T11:44:56","slug":"neuro-design-talent-selection","status":"publish","type":"post","link":"https:\/\/neuroagilityprofile.com\/neuro-design-talent-selection\/","title":{"rendered":"NEURO-DESIGN &#038; TALENT SELECTION"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"1385\" class=\"elementor elementor-1385\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-37e0726 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"37e0726\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-20d646e\" data-id=\"20d646e\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-00b6ae2 elementor-widget elementor-widget-text-editor\" data-id=\"00b6ae2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.20.0 - 13-03-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p>Jim Collins writes in his book, \u201cFrom Good to Great\u201d, that for people to engage in constantly changing job functions and companies to progress in a disruptive business environment, they have to get the right person on the right bus on the right seat. To be able to do this, the journey starts with talent selection professionals that source the right people who have the skills and qualities required to execute particular job functions and the personality to fit in with the team and the company they are recruited into. In order to find the best candidates, talent selection professionals usually start with a customized selection process that consist of various tests and assessments like personality tests, cognitive tests and so forth. Most companies place a high emphasis on personality, qualifications, skills and competencies when they recruit new employees, but too little on their neurological design \u2013 the neurophysiological elements that influence how people naturally think, learn and process information \u2013 commonly referred to as\u00a0<a href=\"https:\/\/neurolink.company\/cms\/neuro-link-blog\/infographic-neuro-design\/\">neuro-design<\/a>.<\/p><p>Personality is the sum total of \u201cnature\u201d and \u201cnurture\u201d, or differently stated, the sum total of genetics and how the environment has shaped them. To have an in-depth understanding of a person\u2019s personality, \u201cnature\u201d, or differently stated, the impact of genetics or a person\u2019s neurological wiring, should be the natural starting point. For talent selection professionals to find the right person most suited for the position, the talent selection process therefore, should start with doing an assessment of the candidate\u2019s\u00a0<a href=\"https:\/\/neurolink.company\/cms\/neuro-link-blog\/amazing-neurological-design\/\">neurological design<\/a>\u00a0before doing a personality test. This will provide valuable insights about the candidate\u2019s brain potential, neurological thinking, learning and communication preferences, their neurological wiring,\u00a0<a href=\"https:\/\/neurolink.company\/cms\/neuro-link-blog\/a-neuroscience-approach-to-human-error\/\">potential risk for error<\/a>, how they are talented and the natural default mode they usually would prefer functioning in when exposed to increased complexities and disruptive change.<\/p><p>Fit matters. When there is alignment between people\u2019s\u00a0<a href=\"https:\/\/neurolink.company\/cms\/neuro-link-blog\/infographic-neuro-design\/\">neuro-design<\/a>, the\u00a0job functions they perform and the career choices they make, they are engaged and passionate about their work, because they get to express their natural gifts, talents and preferences in the work they do. From a neuroscience perspective, passion is good fuel for the brain and body as the brain produces neurotransmitters that strengthen energy, brain health and immune function. To perform job functions mostly aligned with their\u00a0<a href=\"https:\/\/neurolink.company\/cms\/neuro-link-blog\/amazing-neurological-design\/\">neurological design<\/a>, will help workers engage more effectively in their job functions and be more effective, productive, authentic, happy and fulfilled.<\/p><p>When there is miss-alignment between who people are (their neuro-design) and the work they do, they work because they have to, not because they want to. They may even be very good at what they do, but may not enjoy, or be passionate about what they do. Based on various surveys and research on employee engagement across the globe, this seems to be the truth for the majority of workers. From a neuroscience perspective, miss-alignment between natural preferences and job functions in the medium to long term, will cause people to produce inhibiting chemicals that act as bad fuel for their brain in the medium to long term and therefor negatively impact their immune function and deplete their energy. This will result in illness, lethargy, dis-engagement and unhappiness.<\/p><p>People make companies great.\u00a0 To grow a company from good to great, talent selection professionals need to fill the vacancy with the right person for a particular job. To do that, their point of departure should be to determine which potential candidate\u2019s neuro-design best fits the job functions required for the anticipated position. The following steps are suggested:<\/p><p><strong>1.Do a\u00a0<a href=\"https:\/\/neurolink.company\/cms\/neuro-link-blog\/infographic-nap-advanced\/\">Neuro Agility Profile\u00ae Advanced+<\/a>\u00a0assessment on all team members<\/strong>\u00a0the candidate is being recruited into. The\u00a0<a href=\"https:\/\/neurolink.company\/cms\/brain-profile-assessments-2\/\">NAP\u2122<\/a>\u00a0brain profile assessment is the most comprehensive neurological design profile of its kind.<\/p><p><strong>2.<\/strong>Conduct a High Performance Team intervention, debriefing team members on their individual profiles and the team profile.\u00a0<strong>Identify the gaps<\/strong>\u00a0<strong>with regards to the neuro-design roles that team members fulfill\u00a0in the team<\/strong>\u00a0that prevent them from functioning at optimum level as a high performing, agile team.<\/p><p><strong>3.<\/strong>Get\u00a0<strong>feedback from team members and the team leader<\/strong>\u00a0to identify what characteristics, qualities and skills are needed in the vacant position, and what the profile of the ideal applicant should look like.<\/p><p><strong>4.Do an analysis of the job functions, characteristics, skills and qualities required for the specific position. Match it with the neurophysiological components of thinking, learning and processing information<\/strong>. The following neurophysiological elements that impact how people learn, think and process information should be taken into consideration:<\/p><ul><li>Relative \/ functional lateral preferences<\/li><li>Level of brain agility required<\/li><li>Expressive\/receptive preferences<\/li><li>Figurative thinking, learning and communication preferences<\/li><li>Rational\/emotional preferences<\/li><li>Brain and sensory information processing preferences and potential risk for human errors<\/li><li>Sensory learning preferences<\/li><li>Intelligence preferences<\/li><li>Stress coping capabilities<\/li><li>Level of fatigue<\/li><\/ul><p><strong>5.Create an ideal neuro-design profile required for the specific job,\u00a0<\/strong>based on matching team feedback with the job function analysis done by talent selection professionals.<\/p><p><strong>6.Appoint the most suitable candidate\u00a0<\/strong>who mostly resembles the team feedback and neuro-design job analysis.<\/p><p><strong>7.<\/strong>The leader of the team should\u00a0<strong>debrief the new candidate<\/strong>\u00a0on his\/her neuro-design, how that fits into the team profile, and the strongest contribution he\/she can make in that team.<\/p><p><strong>8.<\/strong>The above process will require that talent selection professionals have an in-depth understanding of the learning, thinking and processing implications of the brain by\u00a0<strong>doing<a href=\"https:\/\/neurolink.company\/cms\/brain-profile-practitioner-training-program\/\"> Neuro Agility Profile\u00ae practitioner training<\/a>\u00a0in neurological design\u00a0<\/strong>and how to apply the NAP\u2122 assessment to determine people\u2019s neuro-design.<\/p><p>Having followed the approach suggested above in an iron ore mine where the objective was to \u201cfast track\u201d the development of high potentials for future leadership positions, the\u00a0<a href=\"https:\/\/neurolink.company\/cms\/case-study-talent-development-2\/\">client<\/a>\u00a0conducted an\u00a0<strong>O<\/strong>rganizational\u00a0<strong>C<\/strong>limate\u00a0<strong>A<\/strong>ssessment (OCA) to determine if this approach, and the subsequent development interventions, rendered a sufficient return on their investment. The OCA indicates whether an intervention impacts company bottom line and is worth implementing. A minimum result of 3.1% improvement result was required to prove sufficient return on investment for the company. An 8,9% result (almost 3x the expected result) was achieved. 87% of participants were promoted to a supervisory or managerial position within 9 months of completing the program.<\/p><p>Although aligning people\u2019s neuro-design with their job is ideal as it will create more ease, flow and engagement, they should not be disqualified for a job or new opportunity based on their neuro-design only. Fact of the matter is that all people can learn to be\u00a0<a href=\"https:\/\/neurolink.company\/cms\/neuro-link-blog\/infographic-neuro-agility\/\">neuro agile<\/a> by developing skills that will enable them to utilize their whole brain to execute any learning, thinking or processing functions their job may require. This will however, require of them to do a NAP\u2122 assessment to identify in which areas they can improve their neuro-agility. Should they not measure their Neuro Agility and improve in the areas they need to, they will still be less in flow, and therefore have to work harder and enjoy work less if they constantly have to perform job functions that is not aligned with their natural neuro-design, because of experiencing less ease and speed in executing those thinking and learning functions, and more stress and fatigue, than the person whose neuro-design is naturally aligned with their job requirements.<\/p><p>By: Dr Andr\u00e9 Vermeulen<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Jim Collins writes in his book, \u201cFrom Good to Great\u201d, that for people to engage in constantly changing job functions and companies to progress in a disruptive business environment, they have to get the right person on the right bus on the right seat. To be able to do this, the journey starts with talent [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":1386,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-gradient":""}},"footnotes":""},"categories":[19],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>NEURO-DESIGN &amp; TALENT SELECTION - Neuro Agility Profile<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/neuroagilityprofile.com\/neuro-design-talent-selection\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"NEURO-DESIGN &amp; TALENT SELECTION - Neuro Agility Profile\" \/>\n<meta property=\"og:description\" content=\"Jim Collins writes in his book, \u201cFrom Good to Great\u201d, that for people to engage in constantly changing job functions and companies to progress in a disruptive business environment, they have to get the right person on the right bus on the right seat. 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