Ever had a candidate that seemed perfect in the interview but didn’t quite work out? CareerBuilder reports that 75% of employers have made costly hiring mistakes, with bad hires costing an average of $17,000. These mistakes don’t just hurt finances; they can drag down productivity too.

To help avoid these issues, we developed the E.A.S.E. method, a practical framework to guide smarter hiring. E.A.S.E. stands for Engage with Empathy, Assess Skills Practically, Situational Judgment, and Evaluate for Culture Fit. 

Let’s walk through how it works and how it can help you find the right hire.

Consider this your first step, as this is where you build trust with a potential hire. Your employees are the backbone of your company, and just as hiring the wrong fit can cause damage, missing out on real talent can be equally harmful. Candidates deserve to experience empathy during the interview process; after all, why would they choose a company that doesn’t show empathy when there are other options?

Candidates often wait days or even months before they are called in for an interview, so what do companies have to lose by ensuring their hiring process is empathetic? Nothing at all. Indeed, it’s an opportunity to make a great first impression.

Office life is where people spend most of their time, and creating a space where candidates feel valued starts with the interview. Begin by asking open-ended questions, actively listening, and staying genuinely curious. Don’t just focus on taking notes; it’s not a robot sitting across from you; it’s a human being.

According to the Businessolver Empathy Report, 60% of employees would be willing to accept a lower salary if it meant working for an empathetic employer. This shows how critical empathy is in attracting and retaining talent.

Demonstrating empathy creates an environment where candidates feel comfortable sharing openly, resulting in more thoughtful and effective hiring decisions.

After creating an empathetic environment, you’ll notice that candidates feel more comfortable being themselves. This opens the door to deeper discussions, where you can move from understanding who they are to how they think and work. 

Once trust is built, it’s easier to shift to assessing their technical abilities with creative questions and practical tasks.

Resumes and references only give you part of the picture. To truly see how a candidate functions in real-world scenarios, practical assessments are key. 

For instance, companies like Google and Microsoft use coding challenges to evaluate how candidates solve the kinds of problems they’ll encounter on the job. It’s a way to see critical thinking and creativity in action, not just on paper.

For roles like marketing or design, you can ask candidates to complete a mock project or share their portfolio. These exercises allow you to gauge their ability to turn ideas into outcomes while also giving you a glimpse into how they approach challenges and think on their feet.

Transitioning naturally from empathy to technical assessments ensures a well-rounded interview process, one that considers each candidate’s human and practical aspects. This provides a fuller understanding of their potential and suitability for the role.

Once you’ve assessed technical skills, it’s important to see how candidates handle real-world situations. Situational judgment tests help you understand their decision-making, teamwork, and problem-solving abilities by placing them in scenarios similar to those they’ll face on the job.

Use questions that explore specific challenges, like:

1.  Tell me about a time when you encountered a tough situation at work.
2.  How would you deal with a client who has unexpected demands?

Follow-up questions are key to digging deeper. Understanding their thought process and the lessons they took from these experiences gives you a clearer idea of how they might approach challenges in your organization.

By combining situational judgment tests with empathy, you get a well-rounded view of how a candidate might perform under pressure and how they interact with others. This helps you build a team that’s equipped for long-term success and growth.

After assessing how candidates handle pressure, the next step is to determine if they will feel connected to your company’s culture. 

Cultural fit is just as crucial as technical skills. When employees align with the organization’s values and work habits, they feel more engaged and productive and contribute positively to the team.

Companies like Unilever and Infosys prioritize cultural fit in their hiring process. Rather than just looking for qualifications, they seek candidates who share their principles and goals. When there’s a disconnect between an employee’s values and the company’s culture, it can lead to frustration and turnover.

To gauge cultural fit, ask questions that explore a candidate’s work style and values:

1. What type of work environment helps you be at your best?
2. How do you resolve conflicts or differing opinions with your colleagues?
3. What motivates you to stay engaged in your role?

When you hire people who share your company’s values, you’re creating a team that collaborates naturally and remains committed over time.

Think about a candidate who felt comfortable, demonstrated their skills, handled real-world challenges, and aligns perfectly with your company’s values. 

This is the kind of hire who will stay and grow with your team, contributing meaningfully to your success. The E.A.S.E. method gives you the tools to make that happen. By integrating empathy, practical assessments, situational judgment, and cultural fit into your hiring process, you gain a full understanding of who the candidate is and how they will perform. 

It’s a structured yet human approach that helps you make more informed decisions, build stronger teams, and create a workplace where people feel valued.