Building high-performing teams with work personality insights
Ever looked at those dream teams that just seem to click, where everyone’s strengths complement each other perfectly, and wondered how they got it...
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When it comes to recruitment, most organisations follow an “Outside-In” approach. Job descriptions are drafted, résumés are reviewed, and candidates find themselves assessed against a checklist of skills, qualifications, and past experience. On the surface, this method makes sense, but there's one big problem—skills and experience alone don’t guarantee that someone will thrive in your business.
It’s time to flip the script.
Enter “Inside-Out” hiring, a model where recruitment starts with your team’s unique dynamics and culture. This approach not only leads to better performance but also improves retention and creates a stronger cultural fit.
Here’s how Inside-Out hiring can revolutionise the way you build high-performing teams.
Traditional hiring relies heavily on CVs and assumptions about transferable skills. While these factors matter, they paint an incomplete picture of a candidate’s potential.
Here’s why this approach often falls short:
This is why recruiters and leaders increasingly see the value of people-science to elevate hiring strategies.
Inside-Out hiring shifts the focus away from just credentials and towards understanding the unique traits, behaviours, and motivations of your current team. Instead of asking, “Does this candidate meet the job description?” the key question becomes, “Will this candidate enhance our existing team dynamics?”
Making the switch to an Inside-Out approach doesn’t just improve hiring; it has ripple effects throughout your organisation.
Teams are like ecosystems, and every member has a role to play. Hiring to complement existing dynamics builds a team that works harmoniously, maximising both productivity and creativity.
Employees whose personalities and motivations align with their environment are more likely to feel connected to their work. This sense of belonging reduces turnover, saving your organisation significant rehiring costs.
A well-matched hire settles into their role more quickly, as they naturally gel with the team and the company’s workflow from the outset.
By considering cultural and behavioural alignment upfront, you reduce the chances of costly recruitment mistakes.
Every new hire either strengthens or dilutes your culture. By adopting an Inside-Out model, you build teams that reinforce your company’s values and ethos rather than unintentionally working against them.
Switching to Inside-Out hiring isn’t as complex as it might sound. Here’s a step-by-step approach to guide you:
Evaluate your current workplace culture using tools like employee surveys or culture-mapping assessments. Compono's Engage module, for instance, benchmarks your team and identifies where you can optimise for cultural alignment.
Pinpoint areas where your team could benefit from additional or complementary skills, behaviours, or perspectives. Are you lacking a creative problem-solver? Or, do you need someone to bring a data-driven approach to decision-making?
Leverage scientifically validated assessment platforms like Compono’s Hire to evaluate candidates not just on their skills but also on how they’ll align with your team and culture.
Such tools use data to determine fit on three levels:
Ask questions that reveal how candidates think, interact, and handle real-world problems. For example:
These insights go beyond résumés and uncover whether a candidate has the necessary soft skills for your team.
Your Inside-Out hiring approach should evolve as your business grows. Regularly revisit your cultural assessments and team dynamics to ensure your hiring strategies remain aligned with your goals.
Data is the foundation of successful Inside-Out hiring, and technology makes this data accessible. Platforms like Compono help companies assess candidates on three levels:
One of Compono’s clients, Lyre’s Spirits Co., scaled rapidly from four employees to over 70 across five continents. By leveraging Compono’s solutions, they ensured that their new hires weren’t just skilled but also aligned with the company’s ambitious culture.
Learn more about their story here.
Building great teams isn’t just about technical excellence during recruitment. It’s about understanding the people behind the titles, matching their natural behaviours with the needs of your organisation, and creating an environment that allows everyone to thrive.
Adopting an Inside-Out approach to hiring isn’t just a change in process; it’s a mindset shift that puts people first. By focusing on your team’s existing strengths and cultural dynamics, you open the door to smarter hiring and better results.
Curious about how Inside-Out hiring can transform your business?
Build high-performing teams from the inside-out.
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