What type of hiring manager are you?

Your hiring DNA: reveal your unique style & outsmart your biases.

Ever wondered what truly drives your hiring decisions?

Are you a meticulous planner or a spontaneous visionary? Our short quiz, inspired by ancient Greek temperaments and refined for today’s dynamic workplace will help you discover your core hiring manager style. More importantly, it will highlight common cognitive biases you should be mindful of, drawing insights from Daniel Kahneman’s groundbreaking work in “Thinking, Fast and Slow.”

Ready to understand your unique approach to building teams and make even smarter hiring choices?

Let’s begin!

What Type of Hiring Manager Are You?

Discover your unique hiring style and learn about the cognitive biases that may influence your decisions.

1. When a critical role opens up, what’s your immediate primary focus?

Quickly finding a candidate who can demonstrate immediate high performance and contribute to urgent deliverables.

Considering how this hire will contribute to the long-term vision and sustained strategic growth of the organization.

Thoroughly reviewing all qualifications and ensuring precise alignment with the detailed job specifications.

Assessing how seamlessly this new person will integrate into the existing team and uphold our group harmony.

Identifying a candidate who brings fresh perspectives and innovative approaches, even if it challenges current norms.

2. What do you value most in a new hire?

Their decisive action and ability to drive results, even under pressure.

Their potential for long-term development within the company and contribution to future strategic initiatives.

Their unwavering commitment to quality, meticulousness, and error-free work.

Their ability to work collaboratively, build strong relationships, and contribute to a supportive team environment.

Their positive energy, respectful communication, and capacity to inspire others in the workplace.

3. During an interview, what do you spend most of your time assessing?

Their direct experience and ability to quickly take charge of a challenging situation.

Their strategic foresight and how they might contribute to the company’s evolving path.

Their deep knowledge, technical expertise, and detailed understanding of processes.

Their politeness, humility, and how well they listen and adapt to the flow of conversation.

Their reliability, loyalty, and potential for stable, long-term contribution to the team.

4. A key project needs improvement. When hiring for a new team member, what’s your top priority?

Securing someone who can immediately implement solutions and accelerate progress.

Bringing in a candidate who can introduce innovative ideas for continuous improvement and breakthrough thinking.

Ensuring the new hire possesses the exact skills and methodical approach needed to refine current processes to perfection.

Finding a dependable individual who will consistently uphold established standards and provide steady support.

Recruiting someone who can enhance team cohesion and facilitate smoother communication to overcome the challenge together.

5. How do you prefer to receive and review applications?

A concise summary of their achievements and clear examples of their impact.

Detailed resumes and portfolios that reflect a thoughtful career trajectory and strategic contributions.

Well-organized documents that are precise, complete, and free of any discrepancies.

Applications that convey their personality and passion, perhaps with a thoughtful self-introduction.

Documents that clearly show a stable work history and a commitment to long-term employment.

6. What’s your approach to onboarding a new team member?

Assign them a significant task quickly to see how they perform under responsibility.

Orient them to the company’s long-term goals and how their role will contribute to future success.

Provide them with comprehensive training, detailed manuals, and a clear understanding of all procedures.

Prioritize introductions to key colleagues and focus on helping them build good working relationships within the team.

Encourage them to observe, ask thoughtful questions, and suggest improvements from a fresh perspective.

7. When faced with a difficult hiring decision between two strong candidates, what sways your final choice?

The candidate who demonstrates the most initiative and potential for immediate, tangible results.

The candidate whose long-term vision and potential for future leadership best align with the company’s strategic direction.

The candidate with the most impeccable credentials and a proven record of flawless execution.

The candidate who seems most adaptable, humble, and likely to contribute positively to the overall team atmosphere.

The candidate who demonstrates the most unique thinking or brings a particularly engaging and positive presence.

8. What kind of team environment do you strive to create and maintain?

A results-driven environment where clear goals are set and high performance is expected.

A forward-looking environment that embraces change and seeks out new strategic opportunities.

A highly organized and precise environment where adherence to best practices ensures consistent quality.

A supportive, collaborative environment where mutual respect and collective effort are highly valued.

A dynamic and open environment that fosters creativity, encourages new ideas, and values honest communication.

9. How do you prefer to handle a candidate who doesn’t quite meet all the stated requirements but has a unique spark?

Unless their immediate, quantifiable value is clear, it’s generally too much of a risk for direct contribution.

Assess their long-term potential to innovate or fulfill a future, unconventional strategic need.

Strict adherence to requirements is crucial to maintain standards; deviations are difficult to justify.

Evaluate their personality and how their unique perspective might enrich team dynamics and spirit.

If they show strong reliability and a willingness to learn and commit, flexibility can be considered for future stability.

10. When thinking about team success, what’s the most critical factor for you?

Consistently achieving and exceeding targets and maintaining a competitive edge.

Successfully realizing long-term strategic plans and adapting proactively to market shifts.

Ensuring impeccable quality standards are consistently met and every detail is perfected.

The seamless cooperation and strong interpersonal bonds within the team.

A vibrant atmosphere where new ideas are welcomed, and everyone feels motivated to contribute positively.

To discuss your career check results with professionals in JPAC healthcare executive recruitment, book a discovery session with Morunda.

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