The goal of our Teams feature is to help you get insights into cognitive traits and skills at the team level and company level.
How can you use the Team Analysis results?
The results of the Team Analysis can help you decide on the hiring criteria for a position. When you ask yourself the question, 'what kind of candidate should I look for now?' there are four main points to consider here:
1. Cognitive diversity in a team is always good.
From a scientific perspective, it's always good to have cognitive diversity in the team as both sides of the spectrum bring their pros and cons.
2. What are the requirements of this job specifically?
Teams and roles have different requirements and this is important to consider. For example, in some roles having a high problem-solving ability is a must e.g. product roles, whereas in other roles it is not as important.
Analysing the job description will provide insights into the requirements of the job. You can then use our Hiring Criteria Identification survey to help you to sketch out hiring criteria for a particular position.
Check out this article to read more about it!
3. What is the company environment?
If your Team Analysis results reveal that some traits may be linked to your company culture, then this is also important to consider. For example, if 75% of the company scores in the somewhat and very flexible buckets, then this is indicative of high cognitive flexibility being an important trait to possess to work successfully at your company. Then you should look for a candidate who also scores on this side of the spectrum so that they are a good cultural fit.
4. Is there a structure in place that enables teams to work with team members on both ends of the spectrum?
This relates to the team environment. Take cognitive flexibility as an example. Does the team environment have a structure in place which works for both very habitual people as well as very flexible people? For example, in this team is there more time to adapt to sudden changes, do you follow schedules and deadlines, and are there well-planned projects? If this is the case, then candidates on both ends of the spectrum should be able to work well in the team. If not, then you may want to look for a candidate that is more suited to the team environment.
With successful customers, we’ve seen that involving the hiring manager in this process helps this hiring manager later on when having to act on the results when interviewing applicants.