We are sorry you feel as though you had a negative experience in your interview. We clearly saw potential; however, we are very selective in our hiring processes and obviously wanted to vet our potential employment relationship further. We try to be very up front in this, and also state this in our job postings. As you know by now (during your work with KForce) recruiters are often put to the task of asking tough questions of their candidates, and this is the same for our own recruitment practice. Every question we ask in an interview is relevant to the position. We like to get to know you and your past experiences. Many times, an interview is not restricted to the position at hand, but potential employers want to hear how you handled previous situations. If you indicated you left a company for a particular reason during our conversion (like you didn’t feel like you could be successful selling their products), we would have asked what the company did or didn’t do in order to have that effect on you. We just ask for our candidates to be straight with us. It’s intended to be a conversational interview, where we can discuss opportunities and challenges. DiSC assessments are personality profiles that are used to let us know what motivates you, how we can best work with you, and how you can be an asset to an organization. Your particular DiSC results indicated a “tight” pattern both times you had taken the test. This is usually indicative of attempting to outsmart the instrument. Generally, we see this in candidates who are trying to answer in a way they think we want to hear, rather than being truthful with themselves in their answers. We ask everyone to re-take the assessment to make sure it is not an anomaly. If the same pattern appears again, it should be taken seriously. The person is usually experiencing discomfort, and these results will have a direct effect on performance at the workplace. We see this in candidates who are still on the path of discovering who they are. The career services department of USF could be a great resource to you in helping you find your way, understanding your personality types and which career paths may best align with it. To be clear, you did not decline an offer because an offer was never extended. We were still in the process of evaluating you as a potential candidate, but because of your assessment results we could not proceed. You declined to re-take the assessment. Our employee tenure, low turn-over rate, and employee morale are all a reflection of how this process works best for our company. If this process was uncomfortable for you, we recognize that recruiting for Davron may not be for everyone, and it sounds like you made the best decision.