What Your Hiring Data Isn't Telling You
And why it matters this quarter.
Most organisations don't have a hiring data problem. They have a data interpretation problem.
Recruiters collect CVs. Hiring managers run interviews. References get phoned. By the time an offer is on the table, there's already a substantial amount of data about the candidate.
What's missing is the data that predicts performance.
The Three Things Your Existing Data Can't Tell You
A polished interview tells you how someone presents at their best. Pressure tells you how they perform when their best isn't enough. Different person, often.
Your team has a rhythm. Some teams move fast and direct. Others build consensus before action. A candidate's natural style may match — or it may not. Most interview processes can't surface this.
Every role has tasks that drain people and tasks that energise them. If a candidate's role is 80% energy-draining tasks, you'll have a turnover problem within 18 months — regardless of how qualified they are.
Behavioural Data Fills the Gap
When TIS runs a Recruit Insight assessment as part of a hiring process, three things consistently surface:
- Behavioural style and communication preferences — how this person actually works, not how they present in an interview.
- Stretch zones — what the role will require that doesn't come naturally to them. Stretch isn't bad. But knowing it ahead of time changes how you onboard.
- Cultural fit signals — whether this person's natural style matches the team they're joining. Not whether they'll "like" the team, but whether they'll work well within it.
This doesn't replace good interviewing — it complements it. The result: hiring managers stop being surprised by people they've already met three times.
This Doesn't Replace Good Interviewing
It complements it. A behavioural assessment doesn't tell you whether to hire someone. It tells you what kind of hire they would be, before you commit.
A Quiet Note for Past Clients
If your team completed Extended DISC assessments more than two years ago, behavioural styles can shift over time — through promotion, role change, or significant life events. TIS recommends a refresh every two years to keep the data current.
If that's relevant to your team, just reply to this email or book a quick call.
Want to see a sample Recruit Insight Report?
Book a 15-minute call. We'll walk you through a real report — structure, what each section reveals, and how hiring managers use it. No obligation.
Book a 15-min Call