How to avoid – “Behaviour gets you fired”

Behaviour gets you fired

Behaviour – A client said to me recently

“Last manager we hired was a disaster.
We had to part but we lost key people in the process”

Typically the individual’s behaviour isn’t right, not their skill set.

Assessing a candidate’s behaviour prior to appointing them can minimise the risk of a painful, unsuccessful and ultimately costly hire.

Behavioural assessment

Gut feeling is important, but it should not stand alone. Recruitment is about verification of information from multiple independent sources, so having an independent behavioural profiling system (such as DISC) is a big help.

DISC is simple, accurate and inexpensive.

A true storyBehaviour - DISC

I was recruiting a Manager for one of my clients.  I interviewed and shortlisted 3 people. In essence, there are 3 types of managers, all “high dominance”, and the candidates gave answers that portrayed a behaviour you would expect from a high dominance individual.

3 types of management styles

However each had different management styles. Only one was right, but the other two would have been a potentially disastrous hire.

Let’s look at my 3 candidates

As you can see, the main differences are the “low” traits.

DISC - Dominant Behaviour

Behaviour - Lowest traits

Ideal Candidate

My client needed a Team Builder. The business was running well. The team had been there for a long time and was performing. Staff were steadily achieving targets in a reasonably stable environment.

Most suitable behaviour profile

A Challenge/Change Manager would have faced the risk of losing valuable staff and momentum, as a result, a downturn in sales and an increase in costs would have occurred.

Likewise, an Entrepreneur would possibly have dismantled systems, policies and procedures established based on quality assurance and past experience. An equally expensive hire.

Your next recruitment drive

I recommend that you create a behavioural job profile. Look at each duty in isolation; determine what behaviour is desired and what you would like to avoid.

1) Explore each behaviour profile equally during the interview.

2) Make an independent observation by asking them to complete a behavioural profile.

3) Match the profiles against the job profile.

There is a saying – “Skills get you hired, but behaviour gets you fired”

So let us make it – “Behaviour gets you hired with no firing required!”

Let me know what you think below…

See also: How to do better reference checks

11 Recruitment - Christian Madsen - Behaviour

Christian Madsen
Managing Director
11 Recruitment

LinkedIn Profile

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