We recently assessed a candidate (we’ll call her Jessica) for a managerial position with a large technology company.
On the surface Jessica appeared to be an excellent candidate, she has the right skills and she has a good deal of management experience. When we compared Jessica’s behavioral profile to the corporate culture benchmark for the position we began to see issues emerge.
Jessica fits the culture and position benchmark on only 3 of the 10 desired traits scoring Assertive (top 10%), Disciplined (top 25% ), and Self-Aware (top 25%). For two of these three traits the assessment identified some possible issues. First, while she’s Assertive, probing (built into the test) revealed that Jessica may be overconfident and act in a derisive manner towards those she sees as less successful. Second, her tendency to be Disciplined may extend to being pedantic and overly concerned with details. These are issues that should be explored in an interview. Jessica is also highly Calm, Confident and Cooperative. Unfortunately, while potentially attractive traits, these do not correlate highly with success on this job in this company’s culture.
On the remaining 7 desired traits Jessica deviated from the benchmark, in some cases significantly. Rather than scoring as highly Conscientious, Jessica’s score revealed a slight tendency towards Rebelliousness. The same situation occurred when it comes to being Controlled, with Jessica scoring slightly Demonstrative. Her largest deviation from the benchmark was scoring in the top 25% for Easy-Going versus the Benchmark’s top 10% Achieving. While probing didn’t turn up any glaring concerns, Jessica may be just too laid back for this particular position.
In summary, Jessica’s profile aligned with the benchmark profile at a 57% level, making her, in our view, a “yellow-light” level candidate.