Recruiting & Selection
Building a high-quality talent pipeline can be a daunting task for recruiters, especially when placing Call Center Associates. With average turnover in excess of 40% within the industry, employers face an urgent and costly challenge. While online job posting services can provide access to job seekers, employers have little time to wade through the volume of responses they receive from each post. Facing such a challenge, one company developed an innovative approach using the LDP to recruit and prioritize its applicant pool for Call Center openings. The employer began by developing a profile of the ideal Call Center Associate by administering the LDP to a sample of its current employees. Based on the results, a Position Profile was developed to compare job seekers’ LDP results to the ideal profile of the call center’s top performers.
Recruiters posted announcements on regional online job boards, directing job seekers to complete the LDP via a link within the announcement. To attract interest, the posting offered a free Personal Style Profile (a report generated by the LDP) to participants. As soon as each job seeker completed the LDP, recruiters were alerted by email, allowing contact to be made within minutes of the job seeker’s initial interest. All job seekers received a copy of their LDP Personal Style Profile via email, with the most promising candidates being offered an initial interview with the employer. By leveraging the LDP in this way, recruiters received over 1,000 responses, already stack-ranked and prioritized according to the job seekers’ match against the ideal profile.
Within just weeks of implementing the LDP for recruiting, the employer discovered that new hires matching the LDP Position Profile achieved 41% higher performance than those hired despite lower LDP scores.
The result: fewer interviews, more quality hires, and higher productivity.
We found the LDP to be helpful to us in making our hiring decision. We had about 78 applicants for this particular position and we had narrowed it down to the top four. The LDP assessment actually helped us to fine tune the process and gave us more confidence in making that decision.
– Dr. Hinkley, Associate Professor & Chairperson
about the LDP framework
The LDP describes a person’s work style by measuring two primary sources of drive and motivation (Achievement Drive and Relational Drive) and ten supporting dimensions:
Achievement Drive describes the focus and intensity with which an individual approaches common activities as well as long-term goals. At opposite ends of the Achievement Drive continuum, are two primary behavioral patterns: Methodical and Urgent. The five supporting characteristics, referred to as Achieving Dimensions, include:
- Intensity, the drive to extend effort in meeting or exceeding expectations when performing common tasks.
- Assertiveness, the confidence level in approaching one’s role and in asserting opinions.
- Risk Tolerance, the propensity to accept risk in making decisions or taking actions in uncertain situations.
- Adaptability, the interest in, or comfort level with changing or unplanned circumstances.
- Decision-making, the extent to which one relies on intuition and experience (versus methodical analysis) in making decisions.
Relational Drive describes the extent to which an individual engages relationally in common circumstances. At opposite ends of the Relational Drive continuum, are two primary behavioral patterns: Guarded and Expressive. The five supporting characteristics, referred to as the Relating Dimensions, include:
- Status Motivation, the drive to be personally recognized for efforts and accomplishments.
- Consideration, the awareness of, and propensity to contemplate others’ feelings and needs.
- Openness, the desire to learn and share personal information with others, including strangers.
- Affiliation, the desire to collaborate or affiliate with others in performing common activities.
- Self-protection, the level of trust in the intentions or reliability of others.