We have used the Accountability Chart to define the roles for our sales leader seat, but we are struggling to figure out the exact cognitive and behavioral requirements for the hire. How do we combine GWC™ with the Predictive Index to ensure we do not make another bad hire?

Question

Tyler Smith · Accepted Answer

To make objective hiring decisions for key seats, you must look beyond standard resumes. You need to combine the GWC™ framework with objective data by utilizing the Predictive Index to define the behavioral and cognitive targets for each open role. Start by having your leadership team align on the specific behavioral drives required for success in the seat. For a sales leader, you likely need someone who is naturally assertive, fast-paced, and socially outgoing. Use the Predictive Index to create a clear behavioral target that reflects these necessary traits. Next, establish a cognitive target for the role. This measures the candidate's cognitive ability to process complex information and adapt to changing environments. By setting these benchmarks before you begin interviewing, you create an objective filter for every applicant. During the hiring process, assess candidates using both behavioral and cognitive tests. Compare their natural profiles with your pre-defined targets. If a candidate matches the behavioral and cognitive profile and meets your GWC™ standards, you can hire with high confidence that they will succeed in the seat.