Wouldn't you want to be certain your key people have a drive to stay on course despite obstacles and regardless of circumstances?

Let's get back to Richard. Now he knows which candidates can plan. Then, he can check report to find out attitudes of different candidates and their level of commitment to company.

Companies are becoming more aggressive in attracting top talent. Richard wants to know how his key people feel about company. He wants to reduce risk of handing someone a project, then finding out after fact that person does not have drive or desire for project, loyalty or commitment company.

Richard has started to narrow down his list of candidates as he looks to future of company. Which of candidates has capacity to become a manager? Who could take a long-term role and excel at leadership?

A unique aspect of Value Profile is that it provides Richard with accurate assessment of a person's intuitive insight or "gut feeling" about issues. More and more, executives are admitting they use and rely on their "gut feelings" to make important decisions. Using intuitive insight, leaders are becoming more proficient at distinguishing which opportunities are best and which to avoid.

Top people are looking for challenging, meaningful and rewarding work. They seek positions where they use their talent and make a difference. They look forward to creating new opportunities for their company. These are kind of candidates Richard searches for.

Other important considerations when considering candidates for a specific project are stress factors, sources of motivation and communicating with others.

We will share insights on these three areas in third article of this series.

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