Strengths-Based Hiring Made Easy
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Finding the right person for a position is one of the most important decisions a manager can make. Yet even a thorough interview process can leave us relying on instinct rather than a clear understanding of how a candidate's natural strengths align with the demands of the role.
This fourth article in my six-part series builds on Getting to Know You, Getting to Know You Too, and Getting to Know You Also. Together, these articles explore how understanding Perceptual Style can help employers identify candidates whose natural talents complement the needs of their teams.
In this installment, we'll examine a fourth candidate and explore how a strengths-based approach can reveal valuable insights that traditional interviews may overlook.
Understanding a Candidate's Natural Strengths
Imagine how much more informative an interview could be if candidates were able to describe not only their experience and qualifications, but also the environments in which they naturally thrive, how they approach challenges, and the strengths they bring to a team.
Consider our fourth hypothetical candidate, Ricardo “G” Vega. What if he could introduce himself by sharing the following insights about his natural preferences, motivations, and working style?
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I thrive in environments that are demanding, challenging, full of problems that need to be solved, work that needs to be done, and decisions that need to be made. Environments that are results driven, unambiguous, competitive, and that support individual heroic effort really appeal to me.
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The past holds little interest to me as I understand it is gone and my actions cannot affect it and I see dwelling in disappointments and mistakes as an unproductive waste of time. I like challenges and opportunities posed by short-term goals and, while intrigued by long-term possibilities, I spend little time focused on the distant future.
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I prefer learning using a hands-on approach. I take action, make mistakes, make decisions about what happened, change tactics, and try again. Above all, I find detailed, unapplied, theoretical, and step-by-step learning unbearable.
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I am a bold and confident communicator who gives orders, provides directions, and communicates in strong ‘should’ and ‘ought’ statements. I can be intimidating in my communication style, and I am willing to provide unsolicited advice and confident answers.
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I am a champion of change who is stimulated by the challenge inherent in finding new ways to do something. I push myself and those around me to take continuous steps toward the future with purpose, direction, and full acceptance of the changes involved.
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I am motivated by the opportunity to be in command of myself, others, and the environment. I am driven to be in control, determine my own direction, and to undertake bold challenges that push me to the limits of my energy and endurance.
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I confront conflict with the intention of defeating the opposition and believe conflict resolution occurs when one side emerges victorious. I respond to resistance with increased determination and resolve and can lose sight of the cost involved in my relentless commitment to winning.
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I find it difficult to join a team as “just one of the members” and quickly insert my opinion and look for opportunities to lead. While inflexible in my expectations, I am forthcoming with praise and rewards for success and individual contributions.
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As a manager I am strong and directive. I push others to produce at the highest levels (the same expectation I have for myself) and I expect others to complete assigned tasks and report back with finished products. I set challenging goals and impose short, tight deadlines for task completion in order to force others to stretch. I provide swift evaluative feedback, and my opinions are delivered frankly and without sugar coating.
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I am a bold and courageous leader who is always clear about where I am going and shows relentless perseverance in pursuit of short-term goals. I provide followers with clear, unambiguous instructions and unequivocal expectations about commitment.
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I persuade boldly and directly and believe that the power of my presentation will secure agreement. I become impatient with people who require detailed and elaborate evidence and am likely to dismiss them and move on.
What This Candidate Brings to the Team
With this kind of information, it's so much easier to have a conversation with a new employee to home in on the strengths that complement the team and help the employee settle into a role where they can be a valuable contributor.
Conversely, when someone is seeking employment, understanding their strengths will allow the interviewer and the interviewee to ask pointed questions during the interview to ensure that both of you are getting a candidate and a job that will utilize the candidate’s strengths to the fullest.
For example, given what we just read about Ricardo “G” Vega, this candidate perceives the world as a series of problems to be solved and tasks that must be completed. Nothing else has higher priority. He thrives on challenges and opportunities posed by immediate problems that need solving. He sees a world of clear, simple options, with little ambiguity and little gray. He acts with personal intensity and urgency and is always anxious to get on to the next task even before the current one is completed. Ricardo “G” Vega is an excellent crisis manager.
Comparing Strengths Across Different Candidates
Ricardo “G” Vega, Ricardo “V” Vega (in our October, 2021 blog) and Ricardo “A” Vega (in our May, 2021 blog) would probably make a great team as they all thrive on change and enjoy dynamic environments where they can embrace variety, novelty and new activities. However, they may have a few disagreements given Ricardo “G” Vega's drive to achieve short-term goals versus the other two’s lack of need to declare things complete or settled. While not an insurmountable problem, it is one that requires direct management involvement.
On the other hand, someone like Ricardo “M” Vega (described in my July 2021 article) may be less comfortable in a chaotic environment characterized by constant change, fluid responsibilities, and limited structure.
Working alongside the decisive leadership of Ricardo “G” Vega, Ricardo “M” Vega could contribute the processes, procedures, and organization needed to manage rapid change effectively. However, a constantly chaotic environment might eventually become draining for someone whose natural strengths favor established processes and orderly implementation.
Building Stronger Teams Through Perceptual Style
From a management perspective, these four individuals illustrate how different natural strengths can complement one another. Ricardo “V” Vega brings an ability to recognize new opportunities, while Ricardo “A” Vega contributes strengths in developing business cases and evaluating possibilities.
Ricardo “G” Vega brings decisiveness and the drive to move initiatives forward, while Ricardo “M” Vega contributes the structure, processes, and procedures needed for organized implementation.
Together, their different approaches illustrate how understanding Perceptual Style can help managers recognize complementary strengths, anticipate potential friction, and create working relationships that make better use of each person's natural talents.
For employers, understanding these differences can lead to more informed conversations about hiring, stronger team relationships, and better alignment between people and responsibilities. For job seekers, recognizing their natural talents can help them identify roles where they are more likely to thrive.
Of course, Perceptual Style is one part of a comprehensive hiring process. Relevant experience, demonstrated skills, job requirements, and structured interviews remain essential considerations. Understanding natural strengths adds another perspective that can help employers and candidates make more informed decisions.
Successful hiring isn't simply about finding the most qualified candidate. It's about finding the right combination of strengths, responsibilities, and opportunities for success.
Discover how understanding Perceptual Style can help you make more informed hiring decisions and build stronger teams. Explore The Power of Your Perception.
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About Ricardo
Ricardo Vega is the Director of Operations at Vega Behavioral Consulting, Ltd. and a certified Perceptual Style Guide. He has over 40 years of experience in technology, product and project delivery, disaster recovery, and team coaching. He specializes in helping entrepreneurs and teams with Product Planning & Delivery, Team Building, and Change Management.
Additional information about Ricardo
