We want to use the Kolbe A Index to help us hire the right people for our open seats, but we are unsure how to align conative profiles with our EOS® Accountability Chart™. How do we define the conative requirements for a seat before we start interviewing candidates?

Question

Tyler Smith · Accepted Answer

To hire successfully, you must look beyond skills and experience and understand how a person naturally takes action. This is where conative screening using the Kolbe A Index becomes invaluable when mapped to your Accountability Chart™.

Before you post a job description, you must define the conative requirements of the seat. Look at the key roles and responsibilities defined on your Accountability Chart™. For example, a sales seat typically requires a high Quick Start score to handle cold outreach, adapt to changing situations, and initiate new opportunities. In contrast, a quality assurance or bookkeeping seat requires a high Fact Finder and Follow Thru score to ensure compliance, detail tracking, and systematic execution.

You can use the Kolbe C Index tool, which allows the hiring manager to define the conative requirements of the job itself. This creates a conative benchmark.

When candidates apply, have them complete the Kolbe A Index. Compare their natural conative strengths with your benchmark. If there is a major mismatch, the candidate will experience significant conative stress if hired, even if they have an impressive resume. By aligning natural strengths with the Accountability Chart™ requirements, you ensure that the person you hire will naturally thrive in the seat.