Candidate Insights

Outside Sales Sample Candidate Insights

Updated March 25, 2021

Behavioral Styles

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Extrovert
People
Introvert
Task

GM’s Ideal Behavioral Style (DISC)

The DISC language, which is observable, describes HOW someone behaves and shows up in the world. Understanding the behavioral preferences and habits required for a role will ensure candidates are a good fit.

  • Initiates new ideas and promotes them by energizing others.
  • Shows the rare ability of being able to manipulate people (in a positive way) without their noticing the manipulation.
  • Able to juggle many projects and activities simultaneously and have a keen awareness of the status of each.
  • Able to carry a new initiative or message to a new audience in a new region and to build trust, credibility, and rapport in a skilful manner.
  • Able to set high goals, then works hard with people to achieve those goals.
  • Excellent at building new projects, initiatives, or territory for an organization.

Motivational Styles

Very Low Low Average High Very High
Aesthetic balance, harmony and form
Economic economic or practical returns
Individualistic stand out as independent and unique
Political be in control or have influence
Altruist humanitarian efforts or to help others altruistically
Regulatory establish order, routine and structure
Theoretical knowledge, learning and understanding

GM’s Ideal Motivational Style

Understanding WHY someone does what they do is the key to aligning them with work that is fulfilling and satisfying. Roles reward certain drivers and motivators.

The ideal candidate’s motivational style demonstrates:

  • Highly motivated to achieve and win in a variety of areas.
  • Profit driven and bottom-line oriented.
  • Highly driven by competition, challenges, and economic incentives.
  • Will protect organizational or team finances, as well as own.
  • Pays close attention to return on investment in business or team activity.
  • Has a ‘buck stops here’ approach to business and getting things done.
  • Has a high energy level to work hard at meeting goals.
  • Accepts struggles and hard work toward a goal.
  • Able to plan and design work projects for teams to accomplish.
  • Able to plan and control own work tasks

Adam Redstone

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
Very LowEconomic May try to help meet customers' needs (internal and external) before their own.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
AveragePolitical Flexible, able to take or leave the power or clout that comes with the job title or assignment.
HighAltruist Has a high desire to help others learn, grow, and develop.
HighRegulatory Strong preference for following established systems or creating them if none present.
HighTheoretical Has a high interest level in understanding all aspects of a situation or subject.

Personalized Interview Guide

Based on the information for Adam, here are some specific, personalized questions to ask during your interview. These questions focus on Adam's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Adam:

Ask Adam, “How did you most effectively utilize these key strengths in past roles?”

  • Shows the rare ability to be both friendly and argumentative (when needed), and able to use humor to either break the ice or defuse a tense situation.
  • A reflective, critical thinker. You are able to comprehend complex or abstract systems, assist with solutions, and get others on board with the project.
  • Able to get along with a variety of other styles.
  • Very proficient in your area of expertise.
  • Brings appropriate people skills, patience in working with others, quality control, and attention to the details in a versatile blend of talents and expertise.
  • Able to provide strengths in both the people side and the technical side of projects and operations.
  • Generates positive enthusiasm for a variety of projects in the organization.

Potential weaknesses for Adam:

Below are some potential areas of improvement for Adam. Go through this list and discuss how Adam perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Promise a bit more than you can deliver, bite off more than you can chew.
  • Become indecisive in times of significant change or pressure.
  • Trust people a bit too much, and may get burned in the process.
  • Become overly sensitive to criticism.
  • Become overly aggressive when the climate becomes unfavorable.
  • Set unreasonable expectations of the capability or capacity of others on the team.
  • Oversell your own ideas too strongly.

Cultural Fit/Ideal Environment for Adam

Below are some characteristics that describe Adam's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Adam to understand how they fit in the company culture. Look for aspects that would excite Adam about coming to work every day.

  • Complete information, details, and examples with no gaps or surprises.
  • Highly specialized assignments and technical areas of responsibility.
  • Time to reflect and think about the pros and cons of solutions.
  • Security in the work setting to maintain high quality control standards.
  • Standard, accepted operating procedures that support the more complex processes.
  • Freedom from intense time-pressured decisions.
  • Complete explanations of areas of responsibility and control.

Annie Yang

Behavioral Style

Motivational Styles

HighAesthetic Very much prefers form, harmony and balance. Likely a strong advocate for green initiatives and protecting personal time and space.
AverageEconomic Able to perceive and create a balance between the need for economic return and other needs as well.
HighIndividualistic Has no problem standing up for your own rights and may impart this energy into others as well.
LowPolitical Supportive of the efforts of the team; no hidden agendas. Willing to surrender control.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
HighRegulatory Strong preference for following established systems or creating them if none present.
Very HighTheoretical Passionate about learning for its own sake. Continually in learning mode and bringing a very high degree of technical or knowledge base credibility.

Personalized Interview Guide

Based on the information for Annie, here are some specific, personalized questions to ask during your interview. These questions focus on Annie's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Annie:

Ask Annie, “How did you most effectively utilize these key strengths in past roles?”

  • Shows a level of respect for systems and organizational protocol.
  • Demonstrates technical competence and skills on the people side; this trait is rare and can be of great importance.
  • Aware of deadlines and able to juggle many issues simultaneously.
  • An active agent with a moderately high sense of urgency to get things done without being frantic.
  • Able to communicate with external stakeholders and strangers very easily and get into the necessary details in an engaging way.
  • At meetings, will let the team know feelings in a positive and solution-oriented way.
  • Able to handle both people and details with equal skill and confidence.

Potential weaknesses for Annie:

Below are some potential areas of improvement for Annie. Go through this list and discuss how Annie perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Require an overly complete explanation of details before changes are made.
  • Take a passive aggressive approach, rather then a confrontational one.
  • Stick to the plan a little too much sometimes.
  • Trust people a bit too much and may get burned in the process.
  • Oversell your ideas a little too much.
  • Withdraw ideas or your position in order not to make waves or create controversy.
  • Be overly enthusiastic at times, at least to others who are more reserved.

Cultural Fit/Ideal Environment for Annie

Below are some characteristics that describe Annie's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Annie to understand how they fit in the company culture. Look for aspects that would excite Annie about coming to work every day.

  • Complete explanations of areas of responsibility and control.
  • An environment that supports your critical thinking skills.
  • Activities that can be monitored from beginning to end.
  • Freedom of speech and expression.
  • Freedom to move around, either in the office or around the country.
  • Quality standards in which to support and maintain.
  • Public recognition for accomplishments.

Charles Cook

Behavioral Style

Motivational Styles

LowAesthetic Has a bottom-line approach focusing on functionality over form or aesthetics.
Very HighEconomic Very competitive and bottom-line oriented.
Very HighIndividualistic Demonstrates high independence and project self-confidence.
HighPolitical Able to accept the credit or take the blame with a 'the buck stops here' attitude.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
AverageRegulatory Able to balance and understand the need to have structure and order, but not paralyzed without it.
AverageTheoretical Able to balance the quest for understanding and knowledge with the practical needs of a situation.

Personalized Interview Guide

Based on the information for Charles, here are some specific, personalized questions to ask during your interview. These questions focus on Charles's unique strengths, potential weaknesses and drivers of engagement that will help you assess the quality of fit, and potential success in this role.

Key strengths for Charles:

Ask Charles, “How did you most effectively utilize these key strengths in past roles?”

  • Initiates new ideas and promotes them by energizing others.
  • Shows the rare ability of being able to manipulate people (in a positive way) without their noticing the manipulation.
  • Able to juggle many projects and activities simultaneously and have a keen awareness of the status of each.
  • Excellent at initiating activity and direction for the team or organization.
  • Able to carry a new initiative or message to a new audience in a new region and to build trust, credibility and rapport in a skillful manner.
  • Able to use discipline in an appropriate manner to achieve a win-win situation.
  • Able to set high goals, then works hard with people to achieve those goals.

Potential weaknesses for Charles:

Below are some potential areas of improvement for Charles. Go through this list and discuss how Charles perceives each weakness. You can probe further by asking questions such as "How did you prevent these weaknesses from interfering with performance in past roles?"

  • Be a selective listener, hearing only what you want to hear at times.
  • Lack some follow-through with details or loose ends.
  • Lose interest in the project or initiative once the challenge is gone and it has become more of a routine.
  • Sometimes overuse an "ends justify the means" perspective.
  • Easily become restless and impatient with overly complex processes or slow-moving work.
  • Become more easily angry or belligerent when under pressure or when threatened.
  • Be somewhat intimidating to others due to your aggressiveness and dominance.

Cultural Fit/Ideal Environment for Charles

Below are some characteristics that describe Charles's ideal work environment. Working in an environment where these are present will ensure the highest engagement, motivation, performance and retention. We recommend discussing these characteristics with Charles to understand how they fit in the company culture. Look for aspects that would excite Charles about coming to work every day.

  • Ability to see rapid results from your efforts.
  • Flexible environment, able to support changes and spontaneity.
  • Public recognition of accomplishments.
  • Authority equal to your responsibility.
  • Opportunity to try new ideas.
  • Wide scope of involvement with a variety of people.
  • Freedom from controls, details, and minutia.