So as an example, let’s say we describe the position as a highly interactive one which requires communicating the departments message across and up the organization—but the Birkman data indicates the candidate is quite an independent and works best alone. We do not make hiring decisions based on profile info BUT we can certainly task one or more interviews to probe this area. They could say something like “You seem to be quite independent and capable of working well along—but this job is all over the organization constantly connecting and interacting. How is that going to work for you?” Now THAT is a substantive interview question. The candidate may have a very good answer—and they may not. But it will be valuable information.

 Our motto is always “No Guessing”. With this data driven approach, which captures not only the company’s internal needs but also the natural hard-wiring of the candidate (not their interview skills)—we drive great hires and that drives profitable growth.