Candidate Insights

Preferred Floor

Updated November 16, 2023

Behavioral Styles

D
I
S
C
Extrovert
People
Introvert
Task

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

Aaron Zirnsak (2)

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.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very HighPolitical Very strong leader, and able to take control of a variety of initiatives and maintain control.
AverageAltruist Concerned for others without giving everything away; a stabilizer.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

  • Able to communicate with external stakeholders and strangers very easily and get into the necessary details in an engaging way.
  • Demonstrates technical competence and skills on the people side; this trait is rare and can be of great importance.
  • At meetings, will let the team know feelings in a positive and solution-oriented way.
  • Helps motivate the team toward common goals and works with participants to help achieve those goals.
  • Able to negotiate conflicts between people and teams in a win-win manner.
  • An optimistic team player.
  • Shows a level of respect for systems and organizational protocol.

Potential weaknesses for :

Below are some potential areas of improvement for . Go through this list and discuss how 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 overly optimistic in judging the ability of others.
  • Stick to the plan a little too much sometimes.
  • Withdraw ideas or your position in order not to make waves or create controversy.
  • Become overly defensive when faced with change or threats.
  • Get overly bogged down in details, especially under high pressure.
  • Oversell your ideas a little too much.
  • Require an overly complete explanation of details before changes are made.

Cultural Fit/Ideal Environment for

Below are some characteristics that describe '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 to understand how they fit in the company culture. Look for aspects that would excite about coming to work every day.

  • Freedom from many controls, detail, and paperwork.
  • Activities to get and maintain attention of others.
  • Freedom to move around, either in the office or around the country.
  • Projects needing you to motivate and persuade people.
  • Variety in the work tasks and multiple projects.
  • A democratic supervisor and work environment.
  • Building a network of people and contacts with groups.

Vera Melyanets

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.
HighEconomic High drive for economic gain helps provide motivation through long projects and assignments.
AverageIndividualistic Not an extremist and able to balance the needs of both others and self.
Very LowPolitical Tend to be non-competitive and demonstrate a higher service orientation.
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.
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 , here are some specific, personalized questions to ask during your interview. These questions focus on '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 :

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

  • Others on the team may seek you out to answer detailed or process-oriented questions.
  • Willing to work hard for a mission, cause, project, or purpose.
  • If given the responsibility to maintain high standards, those standards will be guarded and maintained.
  • Ready, willing, and able to assist others on the team with a specialized project. All they have to do is ask.
  • Builds good team relationships without being an extremist.
  • Generates positive enthusiasm for a variety of projects in the organization.
  • Able to get along with a variety of other styles.

Potential weaknesses for :

Below are some potential areas of improvement for . Go through this list and discuss how 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?"

  • Struggle with meeting deadlines due to your desire for completeness or perfection.
  • Become overly sensitive to criticism.
  • Require an overly complete explanation of details before changes are made.
  • Be overly optimistic in ability to persuade or manage others.
  • Take criticism personally, even though it was directed at a work process.
  • May provide a false sense of buy-in to others on the team, then resist passive-aggressively.
  • Struggle with prioritizing things appropriately, due to ranking all items as the "most important".

Cultural Fit/Ideal Environment for

Below are some characteristics that describe '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 to understand how they fit in the company culture. Look for aspects that would excite about coming to work every day.

  • A work environment with a predictable pattern of activity so as to monitor quality processes.
  • A secure work situation, in exchange for the loyalty and work-ethic demonstrated.
  • Specific lines of authority and reporting structure.
  • Identification with the team or greater organization.
  • Complete information, details, and examples with no gaps or surprises.
  • An environment that supports your critical thinking skills.
  • Highly specialized assignments and technical areas of responsibility.