The engagement at a glance
Named-client process account
Create a consistent hiring standard across the process.
Qualigence aligned intake, screening, and the final decision around one written standard.
A process account of a more consistent, defensible hiring decision.
A concise summary of the engagement detailed below.
Problem context
The situation behind the search
Convivial Brands, a Grand Rapids-based lifestyle and gifting company, was seeing hires who looked qualified on paper but failed to perform within six months. Turnover was high, costs were increasing, and repeating the same search process kept producing the same result.
Rather than asking Qualigence to fill the next open role, Convivial asked the team to diagnose the hiring process. The engagement began by defining what winning would look like in each role, including 30-, 60-, and 90-day milestones and the five competencies essential to success.
The approach
How Qualigence addressed the challenge
STEP 1
Define the role around outcomes
Qualigence rewrote internal and candidate-facing job descriptions around the results each role needed to produce, giving the hiring team one standard from intake through final selection.
STEP 2
Research and recruit to the standard
Target candidate personas and verified research surfaced people matched to the performance requirements. Recruiting conversations also tested whether the role fit each candidate's goals, making alignment mutual.
STEP 3
Interview for evidence
Results-Based Interviewing™ examined past results, challenge patterns, competencies, and candidate motivators against the 90-day definition of winning.
STEP 4
Support the decision and the hire
Candidate strengths and concerns were documented for hiring managers, final selection used structured evaluation tools, and post-hire check-ins tracked progress against the agreed milestones.
Documented evidence
Outcomes from the engagement
Aligned hiring decisions
Every new hire was evaluated against a written definition of winning rather than the previous hire or individual instinct.
Reduced early turnover
Improved candidate-to-role alignment reduced early exits and produced hires matched to the role's actual requirements.
Faster path to a qualified offer
A defined evaluation standard shortened the decision cycle because the panel agreed on the evidence it needed before interviews began.
A repeatable hiring process
Convivial gained an intake-through-offer framework the team could apply to later searches.
Relevant organizations, roles, and methods
- Convivial Brands
- Grand Rapids, Michigan
- Results-Based Interviewing
- 30/60/90-day milestones
