I have been thinking a lot about the weight of the "gut feeling" this week. We often lean on our instincts when meeting someone new. This works well at a dinner party or when making a new friend. It is a bit of a gamble when you are trying to find your next department head.
We want to believe we are expert judges of character. We often find ourselves just looking for a mirror of our own personality or someone who laughs at our jokes. This is where the anxiety of hiring starts. You want the best for your team. You know how much a misfit can disrupt the rhythm you have worked so hard to build. You are the one who has to make the final call, and that responsibility can feel quite heavy when you are relying on intuition alone.
Aligning your recruitment strategy to your business strategy
This month, I want to share with you how we use the software by The Predictive Index to change that dynamic. Using our 360 Recruitment Framework, building your recruitment strategy starts with Align. It is the moment where we align your recruitment strategy to your business strategy and create a clear hiring plan. Many teams begin by using an old job description that has been sitting in a drawer for years. This often lacks the context of where the business is heading right now.
We involve your key stakeholders from the very start to build a shared vision of what success looks like. We use a Job Assessment to create a Job Target. This provides a data-led blueprint of the behavioural and cognitive requirements for the role. You see the natural drives and the mental agility needed for someone to succeed in your specific environment. Your job adverts define the whole person (head, heart, briefcase), and your descriptions speak directly to the candidates you need. You are placing the specific piece of the puzzle that completes your team.
Moving from opinions to evidence
Once we have a target in place, we move into the Assess stage. This is where we swap guesswork for something more substantial. We often find ourselves staring at a pile of CVs and trying to read between the lines. W. Edwards Deming once said, “Without data, you’re just another person with an opinion.” I think about that a lot when I see teams struggling to choose between two similar candidates. We send your shortlisted people a link to complete their behavioural and cognitive assessments. They are then ranked based on their fit for the role.
This gives you a look at the "Head, Heart, and Briefcase" of everyone in the mix. The briefcase covers their CV and past experience. Your understanding of their natural drives comes from the heart. The head shows you their cognitive speed. You see a full picture of the person before you ever sit down together. You make your decisions based on evidence rather than a fleeting impression.
A more intentional conversation
The next step is the Interview. This is where the data becomes a practical tool in your hands. We use a custom Interview Guide to help you prepare. The software identifies the areas where a candidate fits your target and the areas where they might need to stretch. It then provides specific questions for you to ask. You are not left trying to come up with clever things to say on the spot. You have a structured way to explore the things that really matter for the job. You get the insights you need to decide who is the best person for your company.
Why the start date is only the beginning
The ink drying on the contract is usually the moment when everyone takes a collective deep breath. Most people treat this as the finish line. We view it as the beginning of the most important phase of all. This is the Advance stage. Finding the right person is a great start. Ensuring they feel at home and start delivering results is where the real value lies.
We provide an Onboarding Kit to make this transition a success. This acts as a bespoke manual for your new employee. It gives the hiring manager specific guidance on how to manage and support them. You understand the best way to communicate and the environment they need to thrive. You are providing the tools for success before they even arrive for their first day.
Hiring is a significant investment in the future of your business. It represents a chance to move forward with a bit more confidence. We want to take the weight off your shoulders so you can focus on the bigger picture. If you have a new role on the horizon or just want to chat about your current team structure, please reply to this email.
Best of luck with your next hire.
Dave Crumby
Founder at360 Talent Solutions
Certified PI Practitioner