A way to make HR processes more efficient?

Whether you're in charge of recruitment, career guidance or learning and development, undoubtably you're using and approach that ensures that you don't make any mistakes. You're not necessarily thinking whether you could improve or change this process. Or do you?

On of radar's components is based on a set of questions that anyone could ask in a formal or informal conversation. It shows us what we need to focus on to learn more about:

• what triggers the motivation of your conversational partner;
• how he processes information;
• how he comes to decisions.

Radar helps to understand people's language patterns or thinking styles. This understanding helps you to predict the behavior they will show in a certain context. You learn to listen to the structure of an answer, and not just to the content. Because that structure can tell you a lot about a person!

Unique is that this profile takes into account the context. People's behavior changes depending on who they're talking to, where the conversation takes place and what it's about. Therefore there's a high risk in putting a tag on someone. Who knows how they will respond in other situations? Imagine that you would know the patterns of your most performing employees, and thus which patterns are resposible for them being excellent in the job. What would you think about being able to verify in an interview whether your candidate has those same patterns?

You would at least be more sure whether you'd have the right person in front of you. If you have "discovered" the patterns of your partner, and you've learned the radar language of influence, then you're able to understand a person better. Because with each pattern, there's a language to influence that person. After all, people respond immediately when somebody speaks "their language". Radar even enables you to influence those people that you don't get through to very easily.
 

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