• Is the candidate a thinker or a doer? Meaning, do they gather a lot of information and take their time in making a decision – or do they make an immediate decision with the information readily available to them?
• Does the candidate gravitate towards structure and organization, or do they prefer a less rigid environment? A candidate who needs a less rigid environment may struggle in an administrative position, while one who finds organization fulfilling will thrive.
• Does the candidate prefer the comfort of routine, or the excitement of change? Consider the duties of the position, and be sure they are a good fit for the candidate’s natural tendencies.
Putting the right person in the position, based on skills and behavior, pays off in the long run. Behavior profiles will help find a happier, more productive employee. The bottom line is a lower turnover rate and a smoother running business.
You found a candidate you like and they have the right skills to do the job. Now what?
Now, we consider their behavior, and whether their natural tendencies fit the job. Think back. Have you ever hired someone who was technically capable of doing a good job, but still just wasn’t a good fit? Perhaps sitting behind a desk all day wasn’t their thing. Perhaps they weren’t organized enough to be an administrative assistant. Perhaps they weren’t outgoing enough to be a successful sales person. These types of behavior determine whether a technically capable candidate will tolerate the job in exchange for a paycheck – or thrive in the job in exchange for fulfillment.
There are numerous behavior assessments in the market. You’ve probably heard of Myers-Briggs, SkillFinders, and DISC. Here at Civitas, we prefer the DISC profile. These profiles, when analyzed by an industry expert, can provide a wealth of information on a candidate.
