We are scaling our leadership team and need to fill a new executive seat, but we want to avoid hiring based on gut feel or standard resumes. How do we use behavioral and cognitive job targets to make sure we put the right person in this seat?

Question

Tyler Smith · Accepted Answer

Hiring key leaders based on resumes and personal chemistry is a major mistake that often leads to costly mishires. To build a world-class leadership team, you must use objective, data-driven tools to define the cognitive and behavioral requirements of each seat on your Accountability Chart. Using the Predictive Index, you can create objective behavioral and cognitive job targets for your open roles before you begin interviewing. This process starts by having your current leadership team complete a survey to define the specific drives needed for success in the seat. Do they need to be highly collaborative and outgoing, or do they need to be analytical, detail-oriented, and comfortable working independently? Once you have established these targets, assess your top candidates using the same psychometric tools. This allows you to compare their natural behavioral wiring and cognitive speed against the objective job target, removing personal bias from your hiring decisions. By matching the right candidates with the right seats based on their natural cognitive and conative strengths, you ensure they possess the GWC™ for the position. This disciplined approach to talent optimization is essential for scaling your operations and preparing your business for a smooth transition.