The person's behaviors
are listed
and directly readable

Group Recruitment Manager

As Head of Recruitment, I have been using Intelli7 since 2018 as part of our recruitment process but also as part of mobility.

Bref, a high-performance decision-making tool!

The tool allows me a varied and effective field of application: softskills-based recruitment/mobility, which enables a reliable and fine-tuned analysis of strengths and areas for improvement (which we don't always detect in interviews), profile comparisons between N+1 and N-1 to check a possible collaboration, but also a job fit that enables us to examine the veracity of a profile in relation to a job description.

Group Recruitment Manager

As Head of Recruitment, I have been using Intelli7 since 2018 as part of our recruitment process but also as part of mobility.

Bref, a high-performance decision-making tool!

And it's a win-win situation for everyone: internal clients are delighted to be involved from the beginning to the end of the selection process, and candidates and employees receive a personalized report and an oral debriefing.

Thanks to this tool, every year we have more and more internal requests in addition to our recruitments. This is proof that our HR services have developed well, with an ever more qualitative approach.

Collective Intelligence facilitator, trainer, supervisor

Training

I've been using intelli7 since 2014 in individual and group coaching, and I appreciate the many possibilities of the approach and the very open notion of Dynamics.

Using the behavioral preferences of individuals and those of the group, I enable everyone to objectify their talents within the group's working framework. These insights reveal to the group people in comfort zones, under-utilized talents, over-adapted people as well as collective avoidances.

This also enables people to quickly regulate their relationships within the group. It provides an objective framework for expressing preferences, communicating better in the other person's world, asking the right questions and avoiding misunderstandings that are often mis-expressed.

This twofold work on relationships and preferences within the group ensures that the group's dynamics are set in motion in a very short space of time. It greatly facilitates training work, which can then be targeted to unblock energy, and encourage setting in motion.

Managerial assessment

The managerial assessment enables experienced managers in career development to refine, reposition and confirm their professional project by objectifying behavioral competencies in addition to the technical skills dealt with elsewhere (skills assessment, for example).

In this assessment, people are asked to define their own management style. They build on their behavioral preferences and can better contextualize their Soft Skills.

In peer groups, people can discuss their behaviors and become aware of different ways of reacting in a given situation by sharing on the effects.

Then they are led to work on the perception of the most suitable behaviors for one or more envisaged positions. These perceptions are compared with the perceptions of a panel chosen by them, made up of hierarchical superiors, HR, colleagues, ...

The comparison of their behavioral preferences and perceptions of the positions naturally creates a framework of contrasts which, after analysis, enables the implementation of an adapted action plan.

My references:
INRA, CNRS, university, Valimovia (real estate), STI, city of Marseille, CD13