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How to Know If an Employee Is a Good Fit · The Science of Leading

• 0:00
  Hey everyone-welcome back to The Science of Leading.
• 0:02
  I'm Claire Monroe, here with my co-host,
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  Edwin Carrington.
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  And today...
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  whew, we're diving into a big one.
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  Something I feel like every manager or HR person has wrestled with at
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  some point: how do you actually know if someone's a good fit for your
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  team?
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  Yeah, Claire-it's a question I've heard for,
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  I mean...
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  decades.
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  And the real answer?
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  It's not in the résumé.
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  Or the interview.
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  Those are, like, surface-level.
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  I've met candidates who looked incredible on paper-crushed the interview-and
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  then once they were on the team,
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  it was just...
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  oil and water.
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  The skills were there, sure.
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  But the chemistry?
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  Completely off.
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  Oh yeah-been there.
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  You bring someone in, they seem suuuper sharp,
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  super polished...
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  and then, a couple months in, you're like,
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  "Huh.
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  This is...
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  not going how we thought." Maybe they don't gel with the group,
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  or just can't handle pressure the way you hoped.
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  Do you have a specific story that sticks with you?
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  Oh,
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  I've got a few.
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  But one that comes to mind-we'll call him "Tom." This guy had everything
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  on paper.
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  Solid experience, strong credentials,
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  and he was, honestly, pretty charming.
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  Interview panel loved him.
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  But within a few weeks, we started seeing problems.
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  He'd kind of steamroll meetings,
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  shut down quieter voices...
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  the team dynamic went south.
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  Fast.
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  Morale dropped.
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  Productivity dipped.
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  And the worst part?
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  Even after he left, it took months to rebuild the trust and momentum.
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  Ughhh.
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  That's so rough.
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  And that's the part people don't always see,
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  right?
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  Like-it's not just about finding a replacement.
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  It's the time you lose, the way it messes with the team vibe,
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  and just...
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  how draining it is to fix all that.
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  Why do you think those red flags are so easy to miss early on?
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  Because
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  traditional hiring focuses on what someone's done-not who they are.
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  Résumés are polished.
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  Interviews are practiced.
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  And even experienced managers get pulled in by confidence or a good story.
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  But none of that tells you how someone's gonna act under pressure-or
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  whether their values line up with your culture.
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  And when you get it wrong?
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  Yeah...
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  the cost isn't always dramatic,
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  but it's always expensive.
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  So if résumés and interviews aren't enough...
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  what should leaders be looking for?
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  Like, how do you spot those hidden traits before it's too late?
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  You've
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  gotta dig deeper.
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  Look at behavioral traits, how someone communicates,
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  what they value.
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  That's the stuff that drives real performance.
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  And most of it?
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  You won't see it in a one-hour interview.
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  That's where tools like assessments come in-but we'll get to that in
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  just a sec.
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  Okay-sooo, let's talk assessments.
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  I've heard of things like OAD's quick-fit survey,
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  but I'm still a little fuzzy on what it actually does.
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  Can you walk us through what it looks like in real life?
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  Like, what kind of stuff does it reveal that you wouldn't catch in a
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  regular interview?
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  Sure.
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  Think of it like this: your résumé tells me what you've done.
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  But a fit assessment?
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  That shows how you're likely to do it-and why.
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  OAD's is just a couple pages, takes a few minutes.
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  But it's backed by, like, decades of research.
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  You get a read on someone's behavior patterns-how they deal with pressure,
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  how they communicate, what drives them...
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  and whether that fits with your team's culture.
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  It's not about replacing interviews.
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  It's about adding depth-and objectivity.
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  So let's say someone's super
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  detail-oriented, but also kinda introverted...
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  and the role needs constant teamwork in a fast-paced setting.
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  That mismatch would pop up before you hire?
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  Exactly.
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  And here's the cool part-it's not just about screening out the wrong
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  fit.
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  Sometimes, you find someone who doesn't quite work for Role A...
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  but turns out to be perfect for Role B.
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  I've seen companies use these assessments to reassign people internally,
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  lower their turnover, even boost team morale.
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  Because when you actually understand how someone ticks...
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  you can coach them, support them,
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  and place them where they'll thrive.
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  That's awesome.
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  Do you have, like, a real-life example of a company that actually saw
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  a difference after using this stuff?
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  Yeah-I worked with a mid-sized tech
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  firm.
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  Their analyst team was just...
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  churning.
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  High turnover, low energy.
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  They started using behavioral assessments-not just for new hires,
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  but also to rethink how they were using existing talent.
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  Within a year, their retention improved,
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  the vibe totally shifted.
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  People were in roles that fit.
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  It wasn't magic.
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  It was just...
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  understanding people better.
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  I love that.
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  And it's not just about avoiding the wrong hire-but actually building
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  a team that just works.
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  But okay, here's my skeptic hat-do you ever worry these tools are too
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  rigid?
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  Like, what if someone's a great culture fit,
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  but the assessment doesn't reflect that?
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  Totally fair question.
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  No tool is perfect.
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  And assessments shouldn't be the only thing you rely on.
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  They're a guide-not a gatekeeper.
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  The best leaders use them alongside real interviews and gut instinct.
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  It's all about getting the whole picture-not just a score on a page.
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  Alright,
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  zooming out a bit.
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  Once you do find the right fit-how can these assessments help with long-term
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  growth?
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  Like...
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  is this just a hiring thing, or is there more to it?
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  There's way more.
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  When you understand someone's behavioral fit,
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  you can coach them better, plan for promotions,
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  even move them into roles that align with their strengths.
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  One org I worked with?
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  They used assessments not just for hiring,
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  but for ongoing development.
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  Over time, turnover dropped, morale went up...
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  and people started really owning their strengths.
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  The whole culture shifted.
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  People felt seen, not just...
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  assigned a desk.
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  That's cool.
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  So it's not just "get them in the door," but actually help them grow.
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  But here's something I wonder-how do you balance raw talent with cultural
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  fit?
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  Like, what if someone's so skilled,
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  but their style just doesn't click with the team?
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  Yeah,
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  that's the tough one.
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  Talent's important-but if someone's values or work style clash with the
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  culture?
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  It's gonna be friction from day one.
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  Sometimes you can coach them into alignment,
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  sure.
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  But more often, it's about placing them in an environment where they'll
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  naturally thrive.
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  I'd take a team that collaborates well over a room full of solo stars
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  any day.
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  Skills and fit-that's what smart leaders aim for.
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  And data helps you get there faster.
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  Totally.
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  I mean, it's not about hiring a bunch of clones.
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  It's about building a team that respects each other-and works toward
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  the same goal.
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  And honestly, that's what keeps people around,
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  right?
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  Exactly.
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  When people feel like they belong,
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  they stay.
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  They grow.
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  They bring their best.
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  That's the real ROI.
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  I love that.
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  And if you're curious how this works in your company,
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  you can check it out at o-a-d-dot-a-i.
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  Their behavioral assessments are quick,
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  super insightful, and honestly?
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  Just a really smart way to build stronger teams.
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  Alright-that's a wrap for today.
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  Edwin, thanks for always bringing the wisdom.
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  I feel like I learn something every episode.
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  Couldn't agree more.
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  Thank you, Claire.
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  Always a pleasure to dig into these topics with you.
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  Alright-that's a
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  wrap for today.
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  Edwin, thanks for always bringing the wisdom.
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  I feel like I learn something every episode.
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  And thanks to all of you for listening!
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  We'll be back soon with more from The Science of Leading.
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  Take care, everyone!
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  Goodbye, everyone.
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  Until next time.