Anybody who has ever hired anybody knows the basic of good and bad hiring practices.
Bad:
- “I’d like to get her in for that 9th interview that we mentioned”
- “I worry that the other people on his team won’t be able to pronounce his name”
- “I’ve been recruiting for years, I can spot the right fit 2 minutes into an interview”
Good:
- “WHAT is the team trying to achieve?”
- “We need to understand better WHERE the gaps in the team are”
- “Let’s get beyond what they’ve done and get into WHO they are”
For centuries we’re relied on hiring practices that emphasize experience and candidly, this worked wonderfully well at the dawn of the Industrial Revolution. After all, when you lack automation and you need people to be the automation you’ll hire every man and boy to go down a mine that you can find.
We should have moved on from that but in many respects time stood still.
Except for those companies that embrace behavioral profiling in order to better understand what the team is trying to achieve, how managers can manage better and how to hire into a team to achieve optimal performance.
Here at Gateway we use Predictive Index to help our clients achieve those goals.
My team and I are Certified PI Practitioners so we can help you to understand better the WHAT and the WHO.
That ingenious leader that you’re looking for? That translates to a strategic thinker.
Added to which, if you need a culture fit, we can help. Same with a culture add.
Reach out if you’re ready to hire better.
Gareth Callaway
PRESIDENT
