Interview Techniques

Dilts Logical levels model

 

Another, and one of the most accurate models in selecting the best candidate is the use of the so-called Robert Dilts model of neurological levels.

This model shows the brain organisation of the most important life components in order to function and be consistent in everything the person does. When reading the Dilts pyramid, you should start from its foundation - the vision (spirituality), that shows what is the most important factor in a person's life. If the successive levels of the pyramid follow one another, you can say that the candidate is consistent in everything he/she thinks, says and does. If there is a gap or a disturbance on any of the level of the pyramid, the consistency might be lost.

How to translate this model into practice? 

The first level you want to check is the career mission. We do recommend ignoring the level of spirituality, because this level is suited better with coaching rather than in recruitment - it is a level that is quite difficult to define and almost impossible to confine.

MISSION - What for?

  • Why do you want to work in this company?
  • Why do you communicate with other teams?

The next level of the pyramid is IDENTITY - who is your candidate? We can use the following questions to check this:

  • What is your role in your current company?
  • Who do you want to be? Define your role.

BASIC ASSUMPTION - what is possible?

  • What tasks are feasible?
  • How would you describe a good relationship with your boss?

It is also worth talking very carefully about VALUES - what is important?

  • What is important in contact with external customers?
  • What is important in keeping a good relations internally?

As you are closer and closer to the surface and moving towards what you can already see at this stage, you can talk about SKILLS:

  • What can you do by using your own hands?
  • What can you do best?

You can make sure your first impression is right and you can check BEHAVIOUR data - what does your candidate do?

  • What do you do when…?
  • What do you do in contact with an external client?

All the previous levels shape the ENVIRONMENT in which the candidate operates. You can discuss this topic with your candidate using these questions:

  • Where do you work? (Even when you already know this from the candidate's CV)
  • Where do you perform your duties?

Considering that the candidate should know who he/she is and who he/she wants to be, the answers to these questions give you information about the degree of identification of a given person with the role they are to play when working for you. If the candidates are unable to identify themselves with their future role, they will most likely have little commitment to what they will be tasked with. They will come to work to do their job and earn a living, not to pursue their plans and dreams.

It is very important to discuss VALUES and BASIC ASSUMPTIONS with the candidate, as these are the main determinants of human actions. Answers to the related questions allow you to obtain information about the most important personal motives, their beliefs about their own abilities and limitations. It is important that people in their work have a chance to realise their values. Otherwise, they will quickly become discouraged.

What is important to your candidates and what they believe in affects their SKILLS. You can check this area by talking to the candidate about their strengths or their development plans. You should reconsider employing people who know everything or can't or won't identify areas where they should improve.

BEHAVIOUR is a result of habits shaped by the knowledge and skills and can easily clarify on the earlier steps of the discussion. 

And finally, ENVIRONMENT - this is a specific place where people operate using their skills, where they are motivated by values ​​and beliefs and where they play specific roles. What people do and say determines their results in the environment in which they choose to operate.

Summary


We shared the most effective recruitment tools we know and have been using in our recruitment process for many years. We would like to inspire you to think about recruitment as a creative work in which you need both intuition of people, analytical knowledge, quick combination of facts and finally accurate conclusions and courage in making decisions. We keep our fingers crossed for your successful recruitment but if you're in doubt and need someone to take this process of your shoulder. We are here to help. 

 


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