Page 150 - Company Excellence

Part III: Chapter 5 ‐ It's all about the people

Aspect 3: focus on the basic style

In the second chapter, I pointed out the difference between basic style
and adapted style in the presentation of INSIGHTS MDI®. Let me come
back to this and repeat: One of the main tasks in recruiting is to get
as close as possible to the basic style, i.e. the behavioral style that
gives an indication of how an applicant sees himself. The basic style
is hardly ever consciously chosen, it corresponds to a large extent to
the personality of the applicant and hardly changes over the years.
We often see it in situations of stress and strain, which is why it can
be useful to put the applicant under stress in a personal interview by
asking appropriate questions. A stress reaction can be generated by
questions such as these: "Why, in fact, are you firmly convinced that
you have the right aptitude for this position?"
Speaking of questions - this brings us to the next elementary
as- pect.

Aspect 4: Ask questions - ask questions - ask questions

Be sure to verify the assessments gained through the tools in a
personal interview. Use your knowledge of human nature as well as
your listening and, in particular, questioning skills.

I There is no other instrument in personal dialogue that is so
that is so suitable for reading and understanding a person,
and understand what really makes them tick than questions.
By asking questions you recognize which personality you are
dealing with and which values and values and emotions play
a role for your counterpart.

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