Workstyle Tools Fail in Hiring

So I don't know how the predictive index and or culture index people have pulled the wool over the eyes of all the SHRM human resource executives, but using those tools in the hiring process will result in an absolute hiring failure. I have clients that have been using these tools when I have to come in and strip them out of the process and instead have them use topgrading or ideal team player because guess what? Your A-player percentage is going to be exactly the same as it was before you started using predictive index or culture index. Here's the truth of the matter.

It's something that Jeff Smart who wrote the book who I believe Jeff Smart called it Fool's Gold at some point. It's basically trying to look for its Fool's Gold. We think that somehow fit equates to getting an A player. It doesn't.

And somehow that this you know method of one of them can't remember which one does some sort of word matching in advance. Somehow tells you if you're going to be a great candidate or not. Those are work styles tools like a disc profile. They tell you about communication, they do not tell you about someone's history of success.

If you're using them right now, you are kidding yourself into thinking that you have hired A-players and you can see by the results and their behavior that it isn't working. Get them out of your hiring process. The only evidence I have seen to date is the damage they have done that has to be dealt with when we install topgrading. What happens is in In organizations where we use these tools, we become obsessed with fit rather than behavior and performance.

Those are two different things. Fit does not mean you're getting an A player again. So instead, use actual hiring resources. Use those tools for other, you know, hey, if you're going to use them in work styles to actually help people communicate better, such as the disc profile, you know, great.

But do not use tools like predictive index or culture index in the hiring process.