Case Study

A great resume does not mean a great hire!

What if I tell you that the biggest hiring mistake isn’t about skills or experience - but about personality fit?

Our Findings

What we found In initial conversations and/or Appreciative Inquiry

The whole leadership team was spread across two quadrants (of Extended DISC) – Conscientiousness and Steadiness - of the Extended DISC map. However, the behaviour traits needed for the job description mapped with people with a Dominant E-DISC personality.

Although unknowingly, the client was hiring individuals based on qualities that were admired and fit culturally within the organisation – supportiveness, detail orientation and cautiousness. This resulted in the team completely missing the key personality quadrant required for getting the job done – “Dominance”; the trait that corresponds with decisiveness and action orientation in Extended DISC assessments.

The Solution

The actions we took to address the identified underlying causes

We introduced Extended DISC, a powerful behavioural assessment tool to help our client

Understand the traits needed for the role and define a detailed job description outlining not only duties and skills but also behavioural characteristics relevant to the position
Align the recruitment strategy to not rely solely on resumes and interviews, but also on data-driven insights (powered through Extended DISC to shortlisted Round-1 candidates) to ensure greater role fitment.

The Challenge

The issues with which the clients approached us

A leading institution reached out to us after they had to let go of a new-hire in a senior position within a short period. Despite a time-consuming and costly recruitment drive, the candidate turned out to be unfit as problems like slow decision-making, low action-oriented approach and attrition persisted.

Final Outcome

The outcomes that we were able to deliver to our client based on our intervention

Better hiring decisions: Candidates were screened based on behavioural traits proven to drive success in the role.
Stronger leadership: MHS hired a decisive, results-driven administrator who transformed team efficiency.
Long-term impact: MHS now integrates Extended DISC into all hiring decisions, leading to higher retention, better leadership, and a more effective team.

The Opportunity

The issues we can address for you using similar interventions

The biggest hiring mistake isn’t about skills or experience - but about personality fit

It’s not just a theory - research backs up this claim. A study by Leadership IQ found that 89% of hiring failures happen due to behavioural and attitude mismatches, not technical skills. The U.S. Department of Labor estimates that a bad hire can cost a company up to 30% of their annual salary—and that’s before factoring in lost productivity and team morale issues.

But, what if every hire in your organization was the right hire?

By incorporating Extended DISC into your hiring process, you can:

Reduce turnover and hiring costs
Improve team performance and morale
Ensure leadership roles are filled with strong decision-makers

Issue(s) with which the client approached us
A leading institution reached out to us after they had to let go of a new-hire in a senior position within a short period. Despite a time-consuming and costly recruitment drive, the candidate turned out to be unfit as problems like slow decision-making, low action-oriented approach and attrition persisted.
What we found In initial conversations and/or Appreciative Inquiry
The whole leadership team was spread across two quadrants (of Extended DISC) – Conscientiousness and Steadiness - of the Extended DISC map. However, the behaviour traits needed for the job description mapped with people with a Dominant E-DISC personality.

Although unknowingly, the client was hiring individuals based on qualities that were admired and fit culturally within the organisation – supportiveness, detail orientation and cautiousness. This resulted in the team completely missing the key personality quadrant required for getting the job done – “Dominance”; the trait that corresponds with decisiveness and action orientation in Extended DISC assessments.
The actions we took to address the identified underlying causes
We introduced Extended DISC, a powerful behavioural assessment tool to help our client

Understand the traits needed for the role and define a detailed job description outlining not only duties and skills but also behavioural characteristics relevant to the position

Align the recruitment strategy to not rely solely on resumes and interviews, but also on data-driven insights (powered through Extended DISC to shortlisted Round-1 candidates) to ensure greater role fitment.
The outcomes that we delivered based on our intervention

Better hiring decisions: Candidates were screened based on behavioural traits proven to drive success in the role.

Stronger leadership: MHS hired a decisive, results-driven administrator who transformed team efficiency.

Long-term impact: MHS now integrates Extended DISC into all hiring decisions, leading to higher retention, better leadership, and a more effective team.
The issues we can address for you using similar interventions
The biggest hiring mistake isn’t about skills or experience - but about personality fit

It’s not just a theory - research backs up this claim. A study by Leadership IQ found that 89% of hiring failures happen due to behavioural and attitude mismatches, not technical skills. The U.S. Department of Labor estimates that a bad hire can cost a company up to 30% of their annual salary—and that’s before factoring in lost productivity and team morale issues.

But, what if every hire in your organization was the right hire?

By incorporating Extended DISC into your hiring process, you can:

Reduce turnover and hiring costs

Improve team performance and morale

Ensure leadership roles are filled with strong decision-makers

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CONTACT

+91 9873236723
info@entendido.org

Dehradun, India