Hire Right! Table

Behavioral Example	Dimension	+ or -
1. When I have a position to fill, I define the criteria an applicant needs to meet. Then I put each applicant through a selection process so I can get information about the person’s past performance that is relevant to the position I’m trying to fill. Finally, before I decide whom to hire, I weigh all the person’s strengths and weaknesses against the job requirements. So far, I’ve never regretted a hiring decision I’ve made.	Decision Making	+
2. Recently, I introduced my production workers to a new task. First, I explained the purpose and importance of the work so that everyone understood. When we first started working together, we decided that they would learn faster if I demonstrated how to complete the task and then let them do it without my help. That approach worked very well. They liked the fact that they helped decide on the procedure, and in no time at all, they had mastered the new task.	Coaching	+
3. Upon reporting to my regular job last month, I was told that I was being transferred to another department. It’s common knowledge that the other area has problems with the staff and is not a desirable place to work. I reluctantly accepted the transfer after being told that I really had no choice, but I didn’t try very hard to make things work. I thought that management would see how miserable I was and send me back to my previous assignment.	Adaptability	-

— Excerpted from the answer key of a behavior categorization exercise created by Development Dimensions International, Inc. 1995.