As you are most likely aware I have added hyper-links to the Assessment Reports. What you may not realize is that EVERY category or trait now has a hyper-link to it. This means that when you get a report in the future, you can just click on any trait and you will get a full description, what each level of a trait means and interview questions that go along with most traits.
Interviewing after receiving a report can be tricky. Our natural tendency is to ask candidates directly if a low trait really is as bad as the report says because we can’t quite believe it could be that bad. For example, the report may indicate low assertiveness and in the previous interview we thought the applicant’s assertiveness was fine and the referral’s opinions were so good. So when we interview we may want to ask, “Are you assertive?”. And this is a big mistake because we have now communicated our concern (this is called Projecting the Profile or Projecting what you hope to hear). Any applicant with half a brain is going to now convince us how assertive they are and are usually very convincing. Because that is what we believed all along or hoped to believe, we are likely to be sold. However, what we have found out is that 6 months later the test results were accurate (remember the candidate answered the assessment questions).
You can click on Chapter Nine and then go down just over half way and read about this subject of Projecting the Profile. The section is called, “Carelessly Divulging to the Candidate What the Interviewer Hopes to Hear”.
I would highly recommend you click on every hyper-link trait where the applicant does not meet the minimum benchmark level. Then read carefully what it means, so you are not thinking one thing when the result indicates something else, which can happen. Then use the interview questions provided.
My interview questions are designed to prevent this “Projecting the Profile” problem. Therefore when you see the interview questions provided you may think they are weird. For example, going back to a low assertive trait, you won’t see any interview questions that ask, “Are you assertive?”, instead you will see questions that get a response that you can further question without the candidate having a clue what you are looking for.
The true power of interviewing is being able to ask second and third questions off a candidate’s response (click on Chapter Ten for more detail). So when you click on one of these trait titles you will see that these interview questions are designed to get a response that you can follow up with second and third questions.
Therefore, if you click on the traits that are below the minimum benchmarks and ask the interview questions, you will be getting into the heart of the candidate’s great fault areas. You can then decide if they will affect what you will be hiring the person for.
Hope this helps.