How to avoid bad hires

Hiring the right person for a role is never easy — but dealing with the fallout from a bad hire can be even more challenging. Today we examine the red flags to watch out for…

A bad hire can be costly. The financial cost to a company can be severe. However, in terms of morale and productivity the real cost to a company can be much higher.

If a hire leaves after just entering the company, there will inevitably be an effect on the morale of any team.

On top of that, external perceptions of your company could also be damaged and there are resource costs, too. There are of course the costs of recruitment, salary, and training of new employees; however, there are also resources required to manage any client relationships that are affected as well as the damage done the company’s reputation.

Hiring managers can maximise their chances of avoiding such pitfalls by following our advice about how to spot an inappropriate candidate – before they turn into an inappropriate employee…

Interrogate the CV

A poorly written CV can be an important warning sign that the applicant may not work well as an employee.  A resume that is extremely short and uninformative or a resume that is padded and rambling may be a reason for concern.   

Typos and grammatical mistakes would be immediate red flags, too. Sloppiness in a resume may a sign of sloppiness in work ethic.    

In a progressively transient business world, soft skills like resilience are becoming increasingly important qualities that employers look for in candidates. For example, a work history that shows frequent job changes may show that a prospective hire will quit very easily if things get difficult.   

On the other hand, a CV that shows a history of advancement within a company shows that the prospective employee has gained the respect of their peers.

Look out for interview danger signs

One of the key things to look for at the interview stage is the preparedness of the candidate. If a candidate fails to prepare for an interview it could be a sign that they are not very committed to the role they would be filling.    

It is important to see that candidates have at least researched the company’s website and annual accounts.   

Hygiene and the way a candidate chooses to present themselves is also an important point to consider.

It is recommended that candidates wear at least business casual attire unless they are certain that the company they are applying to operates under a different dress code.    

The last thing to consider is how the candidate thinks about their current role. A candidate who focuses on negative aspects of their current position and employer should cause any prospective employers some concern. Candidates should be more focused on what positive things they want to get from their new role. 

The interviewee questions to watch out for

During the interview a candidate has a great opportunity to learn more about the company and the position they are trying to fill. Failure to take advantage of this opportunity could be a red flag for prospective employers.

Another potential turn-off for potential employers could be an excessive focus on things like bonuses, vacation, and other employee benefits. While these things are no doubt important to job seekers it is important to display interest in what the role actually involves and if the job seeker will achieve professional satisfaction.

It may also be advisable for employees to be wary of candidates who don’t actively participate in the interview.  A candidate who restricts themselves to very brief or defensive answers may not have the “team player” spirit of cooperation that most employers are looking for.   

Indications of a good fit

Whether a candidate is a good fit for your business will largely depend on how they fare during the interview process, and a lot of it comes down to personal instinct.  Candidates who present themselves openly while asking good questions tend to be the best fit for open positions.  A candidate who does not engage in an interview as a candidate should not be expected to engage well as an employee.      

Installing a rigorous, well-structured recruitment process can help employers judge whether a candidate is a good fit. It is recommended that interviewers implement a standard set of questions in order to ensure candidates can be judged on a level playing field.   

It is also important not to forget to take a candidate’s personality into account as most anyone can be trained and given more experience; however, adjusting someone’s personality tends to be rather difficult.