Visionable used Thomas International’s Behaviour and Emotional Intelligence assessments to bring greater objectivity and insight to the recruitment process, especially for senior hires. Visionable used Thomas profiles to understand the likely impact of several of its C-suite members on the existing team and business. “We continue to use the assessments for senior hires. This allows us to map out what a new recruit means for the team as a whole. It helps you see how you can work together and capitalise on the areas you are individually good at and collaboratively address weaker areas” says Elaine.

The use of psychometrics in senior hires has also enhanced candidate experience at Visionable by providing greater value and transparency in the hiring process. “We talk about how their behavioural preferences, their emotional intelligence, and how that might influence how they are received by other people”, explains Elaine. “For senior recruitment, it’s really, really valuable for us”, she concludes.

The fast-paced start-up also uses psychometrics to support its development activity. “It’s exciting, and quite nerve wracking sometimes because it’s a big responsibility, but at the same time you can get things done more quickly in a start-up than a larger organisation. From the top of the organisation through to more junior team members, we all know what makes each other tick and we have conversations about that.”

“The Emotional Intelligence assessment is such a powerful coaching tool. It’s immense. We use it in recruitment, but we also return to it and track whether what we talked about then is playing out, and what we can do about areas that are working less well.”

"The Behaviour assessment is particularly relevant in a work context” says Elaine, because “If you’re saying personality doesn’t change, it doesn’t empower people to do anything with that. If we talk about behaviour, there’s no right and no wrong. It’s something that you can have control of if you can understand why you might behave in that way.”