If you’re a recruiter, manager or CEO, then you most definitely dread the idea of bad hires. You make a hiring decision, and a month later you realize that your new hire is not the same person who dazzled you in the interview process.
And then comes the sore realization that you made a bad hire after all. The warning signs were there, the red flags were looming in the air – but you chose to believe otherwise.
The truth is, hiring the right candidate is not easy. We wholeheartedly know that. This is particularly why we wrote so many articles encouraging recruiters, managers, and CEOs to leverage the benefits of a hiring solution and video assessment tool to specifically avoid making bad hires.
But today, this article is going to share you the 5 common bad hires that you might make, and how to prevent them!
The one with the bad attitude
We all have stories of employees who are difficult to work with. But new employees who have a snarky attitude can turn into a real nightmare for hiring managers. These employees don’t take constructive criticism well (or feedback), and constantly choose to bicker or complain. These bad hires often have a bad attitude, and don’t tend to thrive in high-performing cultures.
As a result, they can have a negative effect on their teammates and work productivity. To prevent this problem, make sure you’re beware of candidates who are negative from the get-go. Candidates who usually find it hard to be positive in the interview, or hiring process, tend to have negative or bad attitudes.
A simple trick to avoid making this bad hire, is to ask for people’s feedback. Especially the ones who had direct contact with this candidate during the interview process. These people could be your teammate, receptionist, helper, or parking attendant. This can help you catch the bad hires before it’s too late!
The one who always feels helpless
All employees experience a learning curve. But new hires who can’t grasp new tasks or information in a reasonable amount of time, tend to become more difficult and helpless as time goes by. You might come to realize that they’re making the same mistakes over and over again, they panic all the time, and they can’t even complete the simplest assignment or task on time.
An important thing to remember is that if the company has provided these employees with the sufficient amount of training and resources, but they still can’t seem to get anything done, then you can guarantee the problem isn’t from the company. They’re just unsuitable for the job position, and unfortunately, they’re bad hires.
The best way to avert this problem is by asking candidates the right set of interview questions. One critically important interview question is “Tell me about a time you had to learn a new skill on your own. How did you go about it?” These kind of self-directed learning questions can help you learn a lot about the candidates’ learning capabilities and if they can succeed in the given role.
The one who is a fraud
Candidates who lie in the interview process are a huge letdown. These candidates tend to exaggerate, embellish and polish their skill sets beyond measure. Once hired, these new employees will use their superb communication skills to slip through the cracks.
Which means, once they are hired, they trick hiring managers into thinking they know what they are doing. This could significantly hurt the liability and credibility of the company, and hold back other team members from completing their tasks.
The best way to avoid making these bad hires, is to give them talent assessments during the interview process. By giving them a task assignment to work on, you can test their skills and see them put into practice. This is also a great chance for you to see whether or not these new employees will like what they do and enjoy performing these tasks.
The one who can’t be found
Do you feel like you have employees who just disappear in the blink of an eye? One second they’re there and the other they’re…. not? These new employees are already taking excessive breaks, arriving late to work, missing deadlines, bailing out of meetings, and are already asking for vacations.
While all these things are excusable at times, they become a problem once they turn into a habit. Therefore, we highly suggest you learn more about the candidates’ punctuality and time management skills before hiring them. Also, make sure you clarify the rules, specify the paid leaves, and discuss vacation days with the candidates during the interview process.
This way, new employees will know what to expect. However, if they persistently break the rules and don’t take your company’s policies seriously, then these new employees can be classified as bad hires.
The one with too many expectations
There’s a fine line between being eager to learn more, and having unrealistically high expectations. New employees who are already fishing for a raise or promotion (when they haven’t even been there for a month) could be a problem. These kind of employees tend to cause friction in the workplace and lose interest once they don’t get what they want.
Keep in mind that employees have every right to grow, succeed, and climb up the ladder. However, if they turn to have a bad attitude, and start expecting too much too soon, then you’ll know you’ve got your first red flag. The best way to combat this is to let candidates know the career path for the role during the interview process.
Be honest and transparent, and tell them that they will have to work their way up. Also, keep an eye on candidates who are already asking about other job openings during the interview – this could be a sign that they are in a rush to climb up the ladder and get a promotion too soon.
We all learn from hiring mistakes. If you’ve made a few bad hires in the past, then take this as a chance to take the right measures in the future. Sometimes, getting help from a hiring solution and a video assessment tool would be the best option. AI solutions can help you hire the right candidates for your company all while helping you make accurate hiring decisions based on data-driven insights. Where you won’t make a bad hire again!
But remember, before labelling bad hires, make sure your company is providing the right amount of training that is required for them to learn and grow in their roles.