Question: If speed and relationship building are both important parts of hiring competitively, how do you get them to work together nicely?
Answer: Implement an assessment (DISC, MBTI, PI, Profile XT, etc) after the first interview and share and discuss the results with the candidate. Ask them if they agree or disagree and how they handle various situations that could happen with other personalities and styles.
Your goal is not to define who they are with the assessment but rather to springboard from it to a deep conversation about preferences, style, and maturity.
Does the candidate recognize weaknesses in their strengths? Are the capable of introspection? Are they a listener? Are they insecure?
A great interview process is an analysis of the whole person. Do not just focus on skills.
A word of warning: Do not make yes/no hiring decisions on the results of an assessment. It was not designed for your firm, your management style, your team, your culture, or the candidate. Assessments give you data points which you then plot in the interview process.
About the author
TJ Kastning is the principal of Ambassador Search Group, a boutique recruiting agency passionate about finding excellent professionals for amazing construction companies.
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