The test is used when you desire a comprehensive discussion about specific aspects of the candidate's personality to ensure success within the team or with their portfolio of tasks.
12 Factor serves as a structured dialogue tool during the recruitment interview, ensuring that the test's results do not stand alone, but instead contribute to the conversation between the candidate and the recruiting manager and HR partner. Furthermore, the tool is divided into four main areas, ensuring that the conversation always revolves around the key elements relevant to almost all jobs.
This element of the assessment focuses on a candidate's internal motivation, providing insights into what drives and motivates them in their daily work. It reveals their preferred pace, level of ambition, and focus when it comes to progressing in their job.
This aspect describes how an individual responds in high-pressure situations and the extent to which they possess insight and understanding of both themselves and others. It also sheds light on how these qualities manifest in their behavior.
This factor focuses on an individual's approach to task-solving. It assesses whether they emphasize details, analysis, creativity, or a combination of these when it comes to completing tasks.
This factor pertains to how the individual engages in relationships with others and the impact this has on task completion.
By using personality tests, organizations standardize their entire recruitment process, strengthening the correlation between otherwise separate hiring stages. This increases the likelihood that the organization hires the right candidate who aligns best with the company's values - every time.
The construction of 12 Factor is designed to ensure an accurate portrayal of the candidate and make it easier to differentiate between candidates. This way, we get a clear picture of who the candidate is and what strengths and areas of improvement they possess.
Furthermore, during the recruitment interview, you will align expectations on crucial aspects such as leadership expectations, career development aspirations, and self-assessment of strengths and weaknesses. This alignment is based on the ten open-ended questions asked at the end of the test.
The candidate's responses can also be utilized to shape and tailor the subsequent onboarding process. This process can be designed with consideration of the candidate's expressed needs and desires from both the test and the interview.
To get started using CfL-Personality Focus Profile - 12 Factor in your own organization, it costs nothing more than certification in the tool.
Certification costs DKK 15,800 (excl. VAT) for members and DKK 18,600 (excl. VAT) for non-members. In addition, materials are charged for each test conducted. These prices depend on usage. Contact us at cwg@cfl.dk for more information.
You do not need certification to use CfL-Personality Focus Profile - 12 Factor in your own organization. Our experienced consultants are happy to assist with the test and provide feedback on specific tasks. Read more here.
Experience 12 Factor with a tailored demonstration of the tool. Fill out the form, and we will contact you as soon as possible.
If you have a specific task at hand, we are here to assist you in achieving your goals. Please send us your information, and you will hear from us.
Become certified and gain a deep understanding of CfL-Personality Focus Profile - 12 Factor.
”It is absolutely crucial for Curia's consultants that we have a test that can be used in a recruitment context, and over time, we have found that CfL-Personality Focus Profile - 12 Factor provides the stability needed when assessing expected future behavior in candidates”
”When developing our leaders to the next level in the Danish National Police, we use the BTB recruitment tool (CfL-Personality Focus Profile - 12 Factor).”
”I have worked with personality tests for almost 20 years, and BTB is useful for uncovering potential challenges in candidates because the test's 12 behavioral factors are relevant and easy to understand. It works well for both the consultant conducting the test and the candidate receiving feedback. I really like that.”
”It is very important to me that the feedback tool in the test is linguistically well-developed, allowing consultants to use it directly in the subsequent dialogue. I would also highlight the network support at CfL in the form of workshops and experience-sharing meetings, which is one of the reasons why the Danish National Police continues to choose CfL as a test provider.”
”The choice of CfL is influenced by our longstanding membership. That's where the collaboration began, and we trust CfL as an organization and your deliverables. It goes beyond the test tool. The Danish National Police has gained significant value from our membership over the years.”
