6 Tips on Avoiding Bad Hires
My first job out of college was a disaster. Not sure what I wanted to do, I was desperate to take any entry level job, and luckily found one doing data entry & analysis. You can probably tell right away that “data entry” wouldn’t be the job of choice for a right-brain guy who would later start a trivia company, yet there I was, day after day in my cubicle, wearing a tie and a scowl as I grinded through Excel spreadsheets. I griped, I argued with co-workers, I showed up late and left early, dressed inappropriately, performed poorly, and displayed utter contempt for my boss, my work and the company itself. In short, I was the poster boy for the bad hire.
Does this sound familiar? Bad hires are workplace poison, and chip away at morale and productivity for the entire team. Here’s a list of tips for ensuring that your company doesn’t hire the “old” me:
1) Be Exceptionally Clear About Day-to-Day Responsibilities – At the interview stage, let the candidate know EXACTLY what will be expected of him/her on a daily basis. “Attention to detail” and “strong time management skills” aren’t clear enough; draw a picture of what a typical day will look like.
2) Be Extremely Honest About Expectations – Let the candidate know what’s expected of him/her as far as tasks and workload, but also what they may realistically expect from the company as far as advancement, compensation and professional development opportunities. If your company has a clearly-defined track for promotions, define it clearly; if the position is more administrative with little growth potential, be up front about that, too.
3) Clearly Articulate the Firm’s Mission – In this economy, job seekers are more likely to prioritize the security of compensation and benefits over job satisfaction. You want staff who share your company’s passion, and who are fully dedicated to the cause. Let candidates know this at the interview stage, to weed out those who are only looking for “a job.”
4) Be Patient – Especially when a critical role suddenly becomes vacant, the logical tendency is to find a replacement ASAP. This could backfire big time, if the rush replacement is actually not the right fit. Don’t settle on someone who is 75% right for the job – better to take the time to find the right candidate.
5) Let the Team Have a Look First – If the new hire will be working as part of a team – and they likely will – let the team members be part of the interview process, or at least meet the candidate before an offer is extended. Since these are the people who will be working with the new hire every day, they will instinctively have a stronger sense of if they “fit in” and would be a good match.
6) Go With Your Gut – Timeless wisdom, yet it really does play an important role here. Even if everything looks good on paper, if you sense that the candidate isn’t the right fit for the role or team, don’t bring them on board. You will thank yourself afterwards – and kick yourself if things go South.
In today’s team-centered work environment, nothing is as toxic as a bad hire. Hopefully these tips will be useful in reducing the instances of bad hires, and will help your company create stronger, more productive teams.
What advice do you have to share on avoiding bad hires?