Can You Use the LSI for Recruitment

Published on 10 Sep 2018
LSI for Recruitment

We talk about how you can use your understanding of behavioural styles to hire constructive candidates. This episode is hosted by Liana Sangster and Dominic Gourley



The companies who are really successful building Constructive Cultures integrate it into everything the organisation does. Appraisals are based on Results x Behaviours for example. In the same way, we are often asked how to integrate Constructive thinking/behaviour into recruitment practices. It’s fantastic that people are building it into the way they recruit – in this episode we talk about tips for doing it successfully. Below are some of the key points:

Microphone Below is a brief summary of some of the key points we touched on in this episode’s discussion:

The LSI isn’t Made for Recruitment

The Life Styles Inventory is made for personal development, not recruitment. The norming group that your scores are based on filled it out as a development tool – not a selection one. If you fill out the LSI for a job interview then you are going to complete it in a very different way compared to if you are doing it for development purposes (you’re going to score off the charts blue!).

Our focus on development is why your LSI results are confidential to you. We won’t send a copy to the boss. We want you to be open and honest with yourself. The LSI is for your development only.


...But you can use your understanding of the Circumplex to identify behaviours


Speaking to Strengths without bragging

The ongoing quest for excellence means that an Achievement oriented individual will be seeking improvement. Achievement oriented individuals are typically able to articulate the outcomes of their work and the approach they took that made it effective.

The ability to talk comfortably about past failures

It will become apparent that an individual has a learning mindset by their willingness to share mistakes and lessons learned from past failures. The constructive applicant will share when things didn’t go according to plan and they will have no qualms in claiming responsibility.

A goal that means something to them

A goal is a goal is a goal. However, a goal linked with purpose creates grit and determination to see it through. Being clear on their goals and why it matters helps people to direct their efforts particularly when things get difficult because they know it is in service of something greater than the task itself.

Motivated to pursue excellence… not being ‘the best’

People will always want to put their ‘best’ foot forward in an interview. There is however a difference between demonstrating strengths to the best of your ability and wanting to be seen as better than others. The type of language that should trigger a red flag for competitive behaviours are “I out-performed my team members” or “I was the strongest performer on the team”.


The ability to connect on a human level

Tune into applicants who are able to talk about the quality of their relationships as well as what they have achieved. They will be interested in who else is on the team, how they work together, whether they take the time to socialise and get to know each other.  

Visibly curious by having a lot of questions for you

People who hold a strong sense of self (Self Actualising) will be determining whether you are a suitable fit for them, as much as you are looking at the strength of their candidacy for the role. The Self-Actualising candidate will have considered what is important to them and will have questions that help to source out where there is alignment between the company and their personal values.

The desire to seek new experiences

Someone who is able to embark on new experiences and see them through will be well positioned to manage change. This isn’t just limited to their employment experience, remember to also look for experiences of travel and different hobbies/outside of work activities.

Whilst these tips may not guarantee the ‘perfect hire’ they will hopefully point you in the right direction towards hiring people who will emulate constructive behaviours. And don’t forget, your culture will be your biggest determinant of whether they stay this way in your business!


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Listen to more Episodes of the Culture Bites Podcast:

001: Kick Starting a Passive Team
002: Dealing with Delegation
003: Telling Someone They have a Blind Spot
004: What's Wrong with Being Competitive?
005: I have a Competitive Teammate – Help!
006: What is a Toxic Culture?
007: How Leaders Impact Culture
008: Is Culture / Climate / Engagement the same thing?
009: My Manager is Resisting Culture Change
010: How the Banks got here
011: Myth Busters: If I’m not Aggressive then I must be Passive
012: How Culture Works Pt1 – Overview
013: How Culture Works Pt2 – Mission, Philosophy, Structures
014: How Culture Works Pt3 – HR Systems
015: How Culture Works Pt4 – Job Design
016: How Culture Works Pt5 – Leadership
017: Rebecca Kardos, CEO Aurora Energy
018: Is Conflict in Teams Good or Bad?
019: Does Teamwork Work?
020: Tips and tricks for LSI Debriefs

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