When the Best Interviewee Doesn’t Turn Out to Be the Best Hire
- Alice An
- Sep 17, 2024
- 2 min read
Updated: Sep 23, 2024
It’s a scenario many hiring managers have encountered: a candidate who aces the interview—sharp, articulate, full of potential - only to underperform once they’ve joined the team. So, why does this happen?
The truth is, interviews are just a snapshot - a carefully prepared, often polished version of a candidate’s potential. But once the job starts, reality sets in, and that’s when true performance is tested.
Here are a few reasons why stellar interviewees may struggle after they’re hired:
Interviews Don’t Always Reflect the Work Environment: A candidate may shine in a controlled interview setting but find it challenging to adapt to the complexities of the actual workplace. The pressures, team dynamics, and unexpected challenges can be vastly different from the structured scenarios they discussed during interviews.
Interviewing Skill ≠ Job Performance: Some candidates are simply great at interviews. They know how to frame their experiences, use the right buzzwords, and present themselves in the best light. But high emotional intelligence or polished communication doesn’t always translate into day-to-day problem-solving or technical execution.
The Role’s Demands Were Misunderstood: Occasionally, the job and its responsibilities may not align with what the candidate imagined. They may have interviewed with one idea of the role, only to find that the actual day-to-day demands are different, causing a mismatch in expectations and performance.
Cultural Fit Matters: Even the most technically skilled candidates can struggle if they don’t align with the company’s culture. A candidate may excel in an interview, but if they can’t integrate into the team or work within the company’s values, it’s tough to thrive.
Pressure to Perform Can Backfire: Sometimes, top performers in interviews feel an overwhelming need to live up to their performance during the hiring process. The weight of expectations can lead to anxiety, self-doubt, and ultimately underperformance.
How to Prevent This?
Go Beyond the Surface: Focus less on rehearsed answers and more on behavioral assessments that reflect how a candidate will truly handle challenges in the workplace.
Assess Real-World Skills: Include practical tasks or situational exercises during the hiring process that mimic actual job tasks.
Evaluate for Cultural Fit: Beyond qualifications, it’s crucial to assess how well a candidate will align with the company’s values, team dynamics, and working style.
Open Conversations: Ensure both the company and the candidate have a clear understanding of the role, expectations, and potential challenges from the start.
Great interviews are important, but they’re just the beginning. The key to a successful hire lies in the candidate’s ability to navigate the complexities of the role, fit within the culture, and adapt when challenges arise.
What’s your experience been like with candidates who interviewed well but struggled after joining? How do you bridge that gap?
