The Difference Between a Great Interview and a Great Hire

Have you ever had this experience before: You had a candidate who was really outstanding during the interview process, had all the right answers, seemed to be the perfect fit, but after they came onboard you discovered they were much better at interviewing than they were at actually getting the work done?

It happens all the time, and it’s incredibly frustrating. Either you let them go and are back to square one in hiring for that position, or you’re left trying to “make it work” with a candidate who’s just not a great fit for your team.

What if I told you there was a tool that would help you avoid that frustration by comparing your candidates to your current top performer and giving you customized interview questions to ask so you could see how each candidate stacks up before you bring them on board?

Let’s look at an example of a real hiring process (names changed) to see if we can find out where the problems are.

Ted interviews well, is professionally dressed and holds a master’s in business administration from a prestigious university. Gary has a bachelor’s in business administration with a major in marketing. Gary is professional by not quite as sharply dressed as Ted. He is quick with his responses, enthusiastic, and impresses the hiring manager.
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With similar experience levels, the hiring manager decides to hire Ted. His resume is slightly more impressive, and he interviewed a little better. Unfortunately, three months in, the manager notices that Ted is a little slow to pick up new concepts and doesn't have a lot of urgency. By six months in, sales are clearly declining in Ted's territory. The manager terminates Ted and starts all over again.

What went wrong? And more importantly, how could it have been avoided?! Download the case study now to find out.

At LMI Chicago, we offer the Achiever Assessment. Essentially, it evaluates candidates in a number of areas, tells you how they compare to your current top performers with both a written evaluation and a visual numeric chart, quickly giving you a sense of how well this person will fit at your organization and on your team. It also gives you specific, customized interview questions to ask around areas of concern to help challenge candidates in areas that may become problematic once they come on board, as well as areas of strength and weaknesses.

You can get a free download of the full case study of the actual hiring situation for Ted and Gary for a more in-depth look at how the hiring process went and all the places the Achiever Assessment could have highlighted strengths and areas of concern earlier in the hiring process. 

​If the Achiever Assessment sounds like something that could make your hiring process easier and your team stronger, give me a call or an email today and I will set you up with a free assessment so you can see for yourself how it works.