Interview with Bobbi Thayer, Quality Assurance and Compliance, Steck Medical Group

Steve Williamson, VP Digital Marketing and Content, eRep, Inc.
Monday, September 18, 2017
Interview with Bobbi Thayer, Quality Assurance and Compliance, Steck Medical Group

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We conducted a Q&A with Bobbi Thayer, Quality Assurance and Compliance (Innovator/Merchant) at Steck Medical Group in Chehalis, Washington.

Q: What challenges have you faced with hiring and retention in the last year?

A: Our biggest challenge has been interviewing and the time it takes to conduct those interviews thoroughly. We have also faced challenges successfully identifying the right candidate to fulfill the requirements of each position.

Qualifications are obviously important but an individual's interest in what they are doing is a huge factor in our hiring decisions. Some can do it more naturally than others. We hire primarily based on qualifications, skill set and experience. However, we have found some candidates have difficulties lining up with our organizational requirements to fulfill their roles efficiently once they have been hired. This misalignment has proven to decrease employee satisfaction and pose negative effects on our company's overall performance and resources.

Q: What differences in performance or morale have you noticed in employees that you hired using the eRep system compared to employees hired using traditional methods?

A: The eRep-hired employee just gets it! They retain their training and apply what is needed to successfully fulfill their roles and responsibilities with ease. They also have a more positive outlook and their overall performance is exceptional compared to employees hired through traditional methods.

Q: How has the CVI changed the way you interact with co-workers and customers?

A: The CVI has taught me that we all have different learning styles, method of communication, and overall approach to everyday routines. It has also provided me with a better understanding of what I need to do in my role. I am more successful when providing training to staff, and my implementation of workflows and overall communication has improved. I have also noticed that employee satisfaction and motivation in our organization has increased significantly.

Q: Did you have an 'Ah ha!' moment after taking the CVI that really surprised you?

A: Yes! I always asked myself, ?Why do I do the things I do?? I thought it was just me. However, when I read my [upgraded] CVI report, I was taken aback. I was amazed to be reading something for the first time that was all about me specifically. I'm a mother of five and I realized early on that to successfully raise my children I needed to individualize things for them in a way that fit their unique learning and communication styles and personal environment. The same lesson I learned from my CVI report applies to parenthood.

Q: Finally, what would you want other people to know about the CVI?

A: The CVI has proven to be a very positive tool. Having the ability to identify and develop the right profile to fulfill the needs of any organization ensures positive performance and overall success. By carefully selecting the right candidates, it develops a highly efficient and engaging environment, which greatly improves an organization's retention rate.

Go to to learn more about the CVI or to take the Core Values Index assessment.

Employees hired with a CVI that closely matches a Top Performer Profile often outperform candidates hired without a TPP match by 200% or more. → Learn more

Steve Williamson

Steve Williamson

Innovator/Banker - VP Digital Marketing and Content, eRep, Inc.

Steve has a career in project management, software development and technical team leadership spanning three decades. He is the author of a series of fantasy novels called The Taesian Chronicles (, and when he isn't writing, he enjoys cycling, old-school table-top role-playing games, and buzzing around the virtual skies in his home-built flight simulator.

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