Turning Behavioral Insight into Better Teamwork and Hiring Success at GNCO

The Solution

Lauren introduced McQuaig across GNCO in 2022, integrating it into both the talent acquisition and employee development processes. Hiring managers began using the McQuaig Word Survey and McQuaig Job Survey to better understand candidate styles and structure interview questions accordingly.

“It’s become a mainstay within both our talent acquisition process as well as within our employee development process,” Lauren explained.

“From a candidate standpoint, we use the full report to help with interviewing questions… and from an employee standpoint, during development and coaching discussions, we use it to understand styles and how those styles can communicate with one another most effectively."

GNCO also adopted McQuaig’s Team Effectiveness Report, which quickly became a favorite. “That’s been a big hit for the people who have utilized it,” Lauren said. “We’re in the process of introducing it within our California and Nevada groups and will start in Utah and New York next."

By making McQuaig part of its HR toolkit, GNCO built a more consistent and data-informed process for understanding behavior and improving team communication.

The Results

McQuaig helped GNCO scale its hiring and development efforts without sacrificing cultural fit. The tools save time and give managers confidence when evaluating candidates. “Having McQuaig be part of our interview process really helps our hiring managers,” Lauren said. “It saves us a lot of time because we understand the profile of someone… it helps us understand their communication style, collaboration style, [and] leadership style right away."

The insights also help teams build diversity of thought and balance. “Hiring managers will now say, ‘Here’s my current team and all of our profiles… we’re heavy with this style. It’d be nice to diversify and have someone who seems to be more of this style,’” she said.

That awareness extends beyond hiring into everyday collaboration. “McQuaig’s helped with interpersonal communication and how the team collaborates,” Lauren explained. “Talking to someone who’s heavy on the analytical side compared to somebody who’s that social person… how do those two collaborate to work on a project and that project’s efficiency?"

For GNCO, those insights have become a foundation for stronger teams and better leadership relationships. “McQuaig’s been our lifesaver with a lot,” Lauren said. “A lot of us have the cheat sheets on the seven different styles posted up on our walls or in our offices… it’s helped with organizational relationships and just our communication and collaboration efforts."

Looking Ahead

As GNCO continues to grow, McQuaig remains central to how the company supports collaboration and communication across its teams. For Lauren, the goal is to help leaders and employees use behavioral insight daily, not just during hiring or coaching.

“I think as we grow and as our teams get more complex, it’s about having HR staff who can dedicate time and energy to using more of the tools to help,” she said.

That focus on adapting to different styles has become part of GNCO’s culture. “We’ve done enough exercises and breakouts where people know who is what style,” Lauren explained. “Being able to reference, ‘Oh, I know that Lauren demonstrates this style, so I have to flex to communicate with her,’ has been really helpful."

“McQuaig’s been our lifesaver with a lot,” she added. “A lot of us have the cheat sheets on the seven different styles posted up on our walls or in our offices… it’s helped with organizational relationships and just our communication and collaboration efforts."

For GNCO, understanding behavior isn’t just about hiring smarter, it’s about creating a workplace where people connect, communicate, and thrive.