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FINDING THE RIGHT EMPLOYEES

• Know the job and the applicant: The more applicants un-
derstand about the position and your company, the better
they can judge if the job suits them. This increases the likeli-

hood of a successful match.
• Anticipate questions and adapt your own style to

theirs with your answers: If you’re familiar with the ap-
plicant’s communication style, tailor your questions and
responses accordingly. This approach helps to streamline

the conversation and focus on the key aspects relevant to
the position.

• Manage style differences: Be aware of potential challeng-
es when your personal style differs from the one ideal for
the job. For example, if your behavioral style (e.g., sunny

yellow or earthy green) differs from those preferred for the
job (e.g., ice blue or fiery red), preparing for this disparity
can prevent misunderstandings or disappointments during
the interview.

• Make the position appealing: To attract top candidates,

highlight autonomy and the advancement possibilities.
Emphasize the opportunity for independent work, career
progression, performance-based roles, and attractive earnings.

• Stress freedom and leadership: Point out the potential for
creative freedom, the ability to select their team, and the

chance to lead, which can make the position more appealing
to candidates who value autonomy and leadership.

By effectively preparing and presenting this information, you
can significantly enhance the interview process for both you and

the applicant.

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