commercial profiling solutions
Axiom's range of profiling tools is widely used in commercial profiling and recruitment, with high-profile clients around the world. Our solutions cover not only personality profiling for recruitment, but also more specialised fields like job matching, relationship assessment and team building.
- Discus 4 gives you all this in one powerful package that you can download directly from this site.
- Discus Online is the ultimate online personality profiling solution.
personal profiling solutions
At Axiom, we believe that access to profiling should be available to everyone, and we provide tools specially designed to help you find out more about yourself and the way you work.
reselling and hosting opportunities
Axiom's powerful personality tools are available for installation into your own Website, at several different levels. Through our quick and simple myDISCprofile service, you can set up your own referred profiling site in no time - complete with commission opportunities. If you have more sophisticated needs, we have a complete customisation service known as Synergy.
the DISC profiling system
DISC is the profiling system that forms the framework behind all of the Discus personality profiling systems. All our profiling solutions include expert systems that can handle all the details of DISC, but the more you know about the system, the more you'll get out of Discus reports.
 | Axiom's products can be deployed across many different business functions, but recruitment is the field where our solutions provide the widest range of possible applications. Our selection of products and services is designed to provide a scalable solution, from standalone behavioural profiling, through networked assessments, up to a completely integrated recruitment package.
At whatever level you approach automation in recruitment, you can expect Axiom to give you some key advantages that will not only help to streamline the process itself, and offer you new ways of looking at the practice of recruitment itself. Continue reading Automating Your Recruitment Process... |
 | Recruiting is far from an exact science. It's a routine task for an HR professional to have to judge how well an applicant will work, often over a period of years, based on little more than an application form and a brief interview. Given the challenges involved, it's amazing how successful standard recruitment techniques can be, but this typical approach does have its pitfalls. In this article we look at what happens when recruitment goes wrong, and what can be done to help prevent it.
The phenomenon of 'mis-hiring' will be familiar to just about anybody involved in the recruitment process. A candidate who appears nearly perfect for a role on paper, and who interviews flawlessly, can suddenly turn out to be quite unsuitable once they're in place. Another classic example of the same kind of effect is the high performer who is rewarded with promotion, only to lose their effectiveness in a new position. Continue reading The Criminal Cost of Mishiring... |
 | If DISC can provide a description of a person's behaviour, then the idea can be extended to develop a model of a job or role. This process is called Job Profiling: developing a DISC profile that describes the ideal combination of behaviour needed to perform a particular role.
Once we have a Job Profile, we can apply the same principles to it as to a personal DISC profile. For example, we can create a textual description of the type of person needed to fulfil the role effectively.
Continue reading Factfile: Matching People to Jobs... |
