How do we use our core values and Predictive Index behavioral targets to stop hiring expensive, highly skilled professionals who end up destroying our leadership team's trust within ninety days?

Question

Tyler Smith · Accepted Answer

Hiring for skill while ignoring behavioral wiring is a recipe for operational disaster. When you bring in a highly capable professional who does not align with your core values, they create toxic friction that derails your entire leadership team.

To fix this, you must integrate your core values and Predictive Index assessments directly into your hiring process. First, define a clear behavioral job target for every key seat on your Accountability Chart™. This target maps the exact cognitive ability and behavioral drives needed for success in that specific role.

Second, screen candidates using the Predictive Index behavioral assessment before you ever conduct a formal interview. If their natural behavioral drives do not align with the job target, do not hire them, regardless of how impressive their resume looks.

Third, use the People Analyzer™ to evaluate their alignment with your core values. Ask targeted, behavioral questions during the interview to uncover past actions that demonstrate these values.

By combining behavioral data with a strict values filter, you protect your leadership team from destructive hires. This ensures that every new team member is not only capable of executing their role but also contributes to a high-trust, Humbly-Confident environment that drives enterprise value.