Omnia analysts have always had to walk a fine line between providing clients with the information they need and acknowledging that candidates or employees can overcome potential challenges.

No scenario highlights this challenge more clearly than sharing a Profile with the subject of its report. As any manager knows, even the most tactful and well-intentioned critique can sometimes be about as popular as rush hour traffic.

Clients report more discussion of Profiles with employees than with candidates, and Profiling employees being considered for promotion has increased. With fewer viable candidates to choose from, hiring managers have even more reason to tap into their home grown talent pool when a position opens up.

Unless it is specifically requested, no OCR is provided for existing employee Profiles. The absence of a compatibility rating makes sharing the Profile easier.

While certain information should be revealed only to those who “need to know,” maintaining open lines of communication is the foundation of an effective management policy. Keep these ideas in mind if you plan to disclose Profile results:

- Put the Profile into context.

Let the person sitting on the other side of your desk know it is only one part of a larger management program. Rather than being a “make it or break it” proposition, the Profile identifies strengths, discusses work-arounds for potentially uncomfortable tasks or environments, and promotes effective communication.

- Let us know you plan on sharing Profile results with a candidate.

Include a note in Part 5 (or in the Special Instructions block for electronic Profiles) if you will be discussing the report in a subsequent interview. Although this will not affect the Compatibility Rating, our analysts will write the report to support a diplomatic discussion.

- Consider your audience. Here, the Profile itself helps out.

For example, a candidate with a tall column 8 could view the results as a personal affront and become defensive, even if we note only mild incompatibilities. This is because a “high 8” abides by high standards and aims to please, so criticism tends to hurt. Especially in this instance, we recommend using a diplomatic, tactful presentation.

In contrast, candidates with a tall column 7 are more thick-skinned than their column 8 counterparts, so a frank discussion of the profile results, even if less than favorable, should not carry as negative a connotation. It would not hurt, though, to remain diplomatic in all conversations regarding the Profile.

If you add a tall column 3 to these scenarios, the candidate should be more talkative and inclined to engage in conversation. Conversely, a tall column 4 personality would probably let you do most of the talking while he or she mulls over the information, though that person will be more likely to analyze specific comments within the Profile report. Skepticism is a strong column 4 tendency.

Because no two people, or Profiles, are alike, we encourage you to contact your service consultant if you have any questions about discussing Profile results.