They Tested After Hiring. It Was Already Too Late.
The frustrated email hit my inbox and sparked my curiosity:
"Two recent hires just left. One for performance issues, the other returned to their former employer. Can you review their Talent Assessments and tell us if we missed any warning signs?"
I pulled their profiles. The warning signs were there - not glaring red flags, but clear indicators of risk.
Here's the problem: The Client - a very good one - ran the assessments AFTER the hire.
By then, the company had already committed salary, benefits, onboarding time, and team disruption. The assessments confirmed what they should have known before extending an offer.
This is like getting a home inspection after you've already moved in. Sure, you'll learn about the problems - but now you own them.
Prevention costs pennies. Fixing mistakes costs thousands.
After reviewing their situation, I recommended three changes:
Run Manage 2 Win Talent Assessments BEFORE the final decision.
Require scrimmages for every hire.
Complete background checks before day one.
Make all offers conditional on passing these three requirements.
Why this matters:
Talent Assessments reveal whether candidates match your culture, complement your existing team, and fit the specific demands of the role. They uncover communication styles, work preferences, and potential friction points - while you still have the power to choose differently.
Done before hiring, they prevent costly mistakes. Done after hiring, they just document them.
Hire the Best coaching teaches you exactly when and how to use assessments, scrimmages, and other tools to make confident decisions before you commit - not after you regret.
Are you assessing candidates before you hire them, or just confirming your mistakes afterward?
