The ability to predict team fit and relationships between candidates and existing team members can make the difference between a successful hire and a high performing team or a costly mistake.

1. 4G Recruitment Application
Linking Behaviour to Bottom Line Performance
An Alternative View of Recruitment
The ability to predict team fit and relationships between candidates and
existing team members can make the difference between a successful hire
and a high performing team or a costly mistake.
Recruitment Benefits Recruitment today happen? Why, despite all of the
> Optimise hiring decisions processes, technology, interviews,
> Create high performing teams Recruitment is part and parcel of daily assessments and reference checks do
> Avoid hiring mistakes life in an organisation. It is highly emo- hiring mistakes still happen? Is there a
> Diagnoses team problems tive yet as a process, it changes rapid- process that minimises mistakes and
> Coaching modules aid team development ly. At one extreme, being interviewed delivers successful recruitment in a reli-
for a job is often one of life’s most anx- able and repeatable form?
Please note, this document is intended to ious times. At the other, recruitment is
accompany the recruitment demonstration now online, outsourced and automat- The second situation concerns person-
of the Visual Team Builder. This can be ed. With all of this in mind, where does ality clashes, especially those that
found at the link below. this leave the decision maker? occur on the back of a new appoint-
ment. More often than not, these
http://www.fourgroups.com/recruitment Despite the changes above, many clas- clashes are unexpected, emerge over a
sic recruitment dilemmas still remain. number of months and create signifi-
We’d like to intro- cant trouble for all who are dragged
An Example 4G Situation
duce two situa- into the situation. In the boardroom or
Degree of Psychological
Comfort tions that we amongst team members, such relation-
No effort
Minimal effort believe are ship friction rarely benefits anyone.
Some effort
1Si Significant effort untouched by the More to the point, can these scenarios
recent IT revolu- be prevented in the future? Can the
2Ti
tion and yet still current problems be minimised or
have a major part resolved?
to play in any
2Fe
recruitment deci- Our solution
1Ne sion.
There is currently no method to suc-
3Te
The first situation cessfully predict the impact that a new
concerns recruit- hire has on existing team members.
2Ti ment mistakes. While it is possible to test candidates
Why do these for skills, aptitude and personality,
3Fi

2. none of these approaches guarantees modules to help managers and individ- Who are we?
good relationships or good fit between uals understand and improve existing Four Groups offers a methodical approach to under-
team members and newly appointed relationships. This information also standing behaviours, relationships and culture. This
people. helps people understand where the document provides some background to our work
other person is coming from and to around recruitment, optimising hiring decisions and
To solve this problem, Four Groups pro- adjust accordingly. creating high performing teams.
vides a system (4G) to understand and
more importantly, predict human rela- How does 4G work?
tionships or ‘people compatibility’.
There are many ways 4G can be Using 4G is a very quick and simple
applied, recruitment and selection process. People generally need an
being an obvious example. hour, split between a short briefing, an
online personality questionnaire and a
What is the recruitment application feedback session. Optionally, further
for 4G? time may be spent on more feedback,
either for individuals or for the whole
4G enables the optimisation of hiring group. At the end of the process, indi-
decisions and the creation of high per- viduals receive their own reports, while
forming teams. By using 4G with an a group report is made available for the
existing shortlist, it is possible to decision maker and/or the group,
ensure that hiring decisions are opti- depending on what is required.
mised and mistakes are avoided. 4G
also makes it possible to simultaneous- What is 4G based on?
ly build high performing teams.
4G is a proprietary approach to predict-
When looking at recruitment or the ing relationships, behaviour and group
performance of a team, having practi- cultures. Based in part on the work of
cal information about where a team is Swiss psychiatrist Carl Jung, 4G incorpo-
going wrong and how to solve related rates measures of people’s strengths,
problems also helps. This is especially creativity, motivation and weaknesses.
so if decision makers are not working The model contains 16 definitions of
with that team on a day to day basis. individual’s behaviour, 14 different
relationship types and 4 examples of
We also understand that in some situa- group culture.
tions, changing team structures and
switching relationships is just not an
option. To address this, we provide
Four Groups Ltd
5 St. Johns Lane
London
EC1M 4BH, United Kingdom
Tel: +44 (0) 20 7250 4779
Email: contact@fourgroups.com
www.fourgroups.com
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