Today, companies put in a lot of work and effort when hiring: they use different tests and try to understand if the candidate will be a good fit in the organization, if they share cultural values, how to get the best out of the candidate considering what the role entails and demands etc. When it comes to employees, companies have realized that a traditional resume provides an inaccurate prediction of a person’s performance, and hence they consider the soft skills a person possess and not just the work experience and background. If you have been involved in a recruitment process this is certainly something you recognize.
So, the question is: why don’t companies do this when hiring consultants?
Of course, it should be applicable here as well! Therefore, Ework has reviewed the way of working, to consider not only the hard skills but also the most important piece of the puzzle, the soft skills.
Workstyles is in other words:
A tool for an overall assessment of a consultant's driving forces and abilities
The traditional way of assessing a consultant is overly focused on a person’s education and experience. Unfortunately, the evidence shows that there’s a low correlation between a traditional CV and actual job performance, as a CV leaves out some key basics.
Everyone in this room – you, me, your manager – has a unique personality and their very own working style, that we usually refer to as ”soft skills”. It is the soft skills that decides how we absorb information, solve problems and how we function in a social context for example. But above all, the soft skills affect how well we will behave, perform and solve our tasks: In other words, soft skills correspond in a completely different way than hard skills with how well a person will perform, and thus our knowledge of what we ultimately get out from the consultant increases.
So, in order to create a more comprehensive and accurate picture of how well a consultant will deliver and succeed in his or her role, we must supplement the current decision-making basis and expand this with the consultants driving forces and abilities.
How do we find these soft values? Well, by following a method during the entire request process that in a structured way identifies, seeks and finds these values and then in a measurable and easily understandable way, displays them.
Workstyles is nothing Ework invented. On the contrary, it is a proven model that has been under development for decades by researchers, authorities and companies and is now used all over the world.
Basically, Workstyles consists of 17 predefined descriptions of work-related behaviors and abilities that are applied to different types of roles, for example a Java developer.
These abilities can be, for example: cooperation, independence, leadership or integrity.
Each role has been given the six abilities that are considered the most important in order to succeed in this particular role, and is then graded on a scale from one to six depending on how much weight is attached to that particular behavior or ability.
In our library there are already several hundred different roles with ready-made Workstyles templates based in work psychology, but naturally it is also possible to manually configure the templates if our client wishes to.
Throughout the whole process, Ework follows a method that finds these abilities and in a comprehensible way displays them as values in relation to the demands in the assignment description. The most reliable results are obtained from tests, but we can also use structured interviews with consultants, using questions developed to identify the values of different Workstyles. Other ways include previous consultant evaluations and "translating" already completed tests into Workstyles, for example it is applicable for Myers-Brigs (MBTI).
Currently, Workstyles assessments are made when we receive an assignment request, but since we are continuously building our database, the vast majority of the consultants will to further extent have their results "ready" and available when they look for assignments through Ework.
And yes, it is GDPR compliant - the consultants have approved that we save and use the results.
Workstyles is obviously not the answer to all the challenges a client faces when searching for the right consultant. But we’re noticing that something happens once you start working on these issues in a structured way. Suddenly, you’re aware of the range of parameters that affect how well someone succeeds in their work and you start – unconsciously or consciously – to expand your outlook and your thought patterns.
Simply highlighting the issue and starting to think along these lines help to improve the request specification and the way you assess a consultant!
Taking soft skills into consideration is actually nothing new for Ework, our Sourcing Partners have always included this aspect, especially for our long-standing clients. Why? Well, the better we understand our client, the better we understand the type of consultant and person that’s the best fit for their organisation. This is why we always deliver more than expected to the clients we know well – we include soft skills from the start!
What’s new now is that we’re doing it in a completely structured way, according to an established method.
Since we don’t only focus on knowledge and competence, but also consider personality and abilities, it gives us (and you) a significantly larger and accurate candidate base. With a starting point in soft skills, the probability increases dramatically for the consultant to thrive and stay at your company.
Together with Ework’s existing matching methodology - where we with active search manually search for consultants - and with our extensive knowledge of the consulting market, we can offer you an overall concept that is completely unique for the Swedish market.
So, for you as a client, Workstyles mean that you get more efficient consulting management, but above all, better matched consultants with the greatest possible potential to succeed in their roles!
Our futureproof matching method results in:
In short: Using Workstyles in the matching process results in getting consultants with the best possible prospects for succeeding in their roles!
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