Most business owners have experienced making a bad hire. Yet, worse than making a bad hire is failing to recognize it and acting quickly to minimize damaging consequences. Read on for tips on how to determine if you have made a hiring mistake and what you can do to remedy the situation.
- Ann Clifford, President
Dos & Don'ts
When interviewing candidates, should each candidate be asked the same questions?
(Answer provided at the end of the newsletter.)
7 Signs You've Hired the Wrong Employee
Behaviors of a bad hire can spread like a bad virus causing significant damage to your organization. Giving a new hire time to learn and develop is great, yet be on the lookout for key signs that they may not be cutting it. According to Salary.com, here are 7 signs you hired the wrong employee:
- Constantly making the same mistakes
- Asking for lots of special treatment
- Constantly complaining
- Fellow employees are complaining
- An unwillingness to adapt
- Company morale is sinking
- Not taking initiative
3 Ways to Tackle Terminations
The only thing worse than making a hiring mistake is not acting swiftly to correct the problem. Terminating an employee is a difficult decision, yet it needs to be a business decision, not an emotional decision. Here are three termination strategies:
- Terminate the bad hire; then hire a replacement.
Hire a replacement discreetly; then terminate the bad hire.
- Counsel out respectfully; allow them time to find a job while you search for a replacement.
Stop asking cliché interview questions (i.e. "Tell me about yourself?" or "What are your biggest strengths/weaknesses?"). Job seekers have become well-trained to provide answers that you want to hear. Use the interview time to gather information about past work experiences that support the key accountabilities of the job.
|Answer to Today's Dos & Don'ts
"When interviewing candidates, should each candidate be asked the same questions?"
As a general rule, consistency is best. Prepare an interview question guide for each position with behavioral questions targeted to their key accountabilities. The guide helps the interviewer stay focused and provides a basis of comparison among candidates. Based on the candidate's responses, be prepared to ask follow-up questions when a candidate does not clearly answer a question.