Discovering Hidden Elements in Recruitment

We were advising a large manufacturer on applicants recommended to the firm by a recruitment consultancy for a managerial role, which was likely to lead a directorship. The recruiter had not completed any in-depth behavioural style analysis such as Extended DISC® and of course, in view of the fee involved, was keen to place a specific applicant.

We knew the behavioural style that would fit the job description and after the applicant had completed the personal analysis questionnaire, we were delighted that Profile II (natural style) of the resulting report indicated the applicant would suit the position.

We noted however, a possible concerning "shift” in Profile I (adjusted style) so further research was carried out on the background of the candidate. This uncovered some unresolved issues involving the applicant. The applicant was therefore subsequently not recommended, which is fortunate, because the applicant was shortly after barred from a director’s role for three years.

Profiles sometimes reflect problems relating to oneself, for example, lack of self confidence. In this profile there was an indication of possible moral problems, which is exactly what turned out to be in this case.

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