Let’s face it: making a bad hire can feel like a personal defeat. The costs pile up quickly—recruitment time, training, lost productivity, and, perhaps worst of all, a hit to your team’s culture. But the good news is that you, as a hiring manager, have a big part to play in preventing these costly missteps. Let’s explore some practical strategies to help you avoid the headache of a bad hire.
The Real Cost of a Bad Hire
Before diving into solutions, let’s acknowledge the stakes.
- Financial Loss: Beyond the salary, consider interview time, onboarding, and potential turnover.
- Decreased Productivity: A new hire not meeting expectations can disrupt team dynamics and overall output.
- Cultural Impact: Hiring someone who doesn’t align with your company’s values can create friction within your team.
Here are some key steps to take to help avoid making bad hire:
1. Write Better Job Descriptions
A solid job description is your first line of defense against bad hires.
- Properly Scoping the Role: Be clear about the responsibilities and expectations. If the role is scoped for the skillsets of 3 different humans, it is unlikely anyone will excel.
- Defining Success Criteria: What does success look like in this role? Outline measurable goals so candidates know what they’re aiming for.
- Setting Up for Success: Do you have processes in place that will help the new hire meet those goals? If not, you may set them up for failure before they even start.
2. Review Your Compensation Band
Compensation isn’t just a number; it reflects the value of the role and the market. Ensure your pay band is competitive and attractive. A mismatch here can deter top talent or attract candidates who are only in it for the paycheck—both risky scenarios.
3. Evaluate Your Interview Process
A smooth interview process can make all the difference.
- Involve Key Stakeholders: Are the right decision-makers involved? This could mean including team members who will work closely with the new hire.
- Clear Process and Expectations: Set expectations upfront. Candidates appreciate knowing what to expect, and a structured process can prevent talented candidates from slipping through the cracks. If your interview process is disorganized, strong candidates will pull out seeing red flags in your organization.
- Avoiding Candidate Drop-off: A disorganized or overly lengthy process can cause even the best candidates to lose interest – they also walk away seeing red flags in your organization. Make it efficient!
4. Consider a Paid Skills Assessment
This might stir some debate, but a paid skills assessment can help ensure candidates have the necessary skills for the role. It’s a small investment that can pay off significantly in the long run by reducing the chance of hiring someone who lacks essential abilities.
5. Check References and Follow Up
If you have lingering questions during the interview process, reach out to references. Don’t wait until the very end. This can provide valuable insight into a candidate’s work ethic and cultural fit.
Common Pitfalls to Watch Out For
Even with the best processes in place, sometimes candidates still slip through the cracks. Here are a few red flags to keep in mind:
- Lack of Key Skills: Ensure candidates have the core competencies necessary for the role. Some hard skills are absolutely trainable. But consider your/your team’s bandwidth to train.
- Negative Attitude: This can be contagious and detrimental to team morale.
- Lack of Initiative: Look for signs of motivation and proactivity.
- Willingness to Learn: A candidate should be open to feedback and growth; otherwise, they may stagnate.
- Finger Pointing: Be wary of candidates who blame past employers or colleagues. It often signals a lack of accountability.
No hiring process is foolproof, but being aware of the potential pitfalls and implementing these strategies can significantly reduce your chances of making a bad hire. Remember, your role as a hiring manager is pivotal—not just in identifying talent but in creating an environment where that talent can thrive. With careful planning and a thoughtful approach, you can build a stronger, more cohesive team that contributes positively to your organization’s culture and success.
Michelle Holahan is VP, Head of Employer Brand. She specializes in digital marketing, media and analytics recruiting for CPG, eCommerce and retailers. She serves as a consultant to employers in understanding the nuances of the market and how employer brand and processes impact talent attraction and retention.