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Vogelhuber, Scheelen - What people really want

Without profiling³ no new hires

I am convinced that the following maxim is true: "Hiring for skills, firing
for attitude". In Germany, we are still too focused on recruiting for
professional competencies and the experience and skills we may have
gained in other jobs. We made this mistake ourselves a few years ago
when we were looking for a management position in our company - we
placed too much emphasis on purely technical skills.

This involved an executive who had been employed by a training
company for many years and therefore actually knew the business well.
We hired this executive primarily through the mediation of a Munich
headhunter we knew well, but then quickly realized in the practical
cooperation that her values did not fit us. We had carried out an
INSIGHTS MDI® analysis, but then took too little account of the results
because we were blinded by the practical experience of this executive.
In addition, we felt obligated to the headhunter and had already
inwardly decided to take this applicant at all costs. In principle, we
acted against our better judgment. It would have been better if we had
trusted the results of the analysis! As a result, w e p a r t e d ways
again because the values and behavior of this executive simply did not
suit us.

Let's get back to our interview. On the basis of the application
documents and the first impression made during the introductory
phase, you are pretty sure that you are dealing with a red and
yellow person. The external appearance, body language and
small talk confirm this assessment.

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