“Quite enthusiastic about your NEW project and waiting for it to go live soon but WAIT! Out of the blue, what you found is – you ended up with a bad hire”
A right candidate selected can add value to your business along with fueling it up for the growth trajectory. But, your business/project hits down when you unknowingly end up with a bad hire.
A new hire with the right credentials seems to seamlessly go through the interview process turning out to be a good hire. But the unexpected situation arises when the new one fails to meet the real expectations. Off late, an HR survey carried out by various MNCs in different countries claimed that only 19% of new hires turn out to be fully successful. And, if you don’t fall into this percentile then, unfortunately, you will be with the rest that claims bleak failures.
If you have been in this situation, you may be in a quandary of whether to stick to the new hire who fails to handle the work, not interested in their job or proceed with the rehiring process. This may seem to be a sloppy mistake but looking at the brighter side, you can make a change sooner to end better.
Nevertheless, dealing with a bad hire will never be easy, following the below tips you can always recover and move up to make up the plausible damage to all parties.
Let’s first find what are the common problems with bad hire you face:
- They couldn’t produce a result that you want.
- They can’t make up for your quality standard.
- Despite training, they are unable to deliver the required task.
- The hire couldn’t get along with the team or have had a negative attitude.
- They couldn’t show up to the work.
- They are not able to deliver the task on the deadline.
Once you figure out what is the reason, figure out the plan accordingly.
5 Actionable Tips After Making a Bad Hire
1. Try to Work on the Situation
There must be some reason why the new hire is not working out. Start examining why the new hire isn’t working out, and try to discover the source of the problem.
Whether they are unable to cope with the work pressure, not clear about their job responsibilities, struggling to cope up with the new culture, finding it difficult to adjust with the team or is there anyone from the colleague bullying or a personality mismatch with the manager. These are some of the scenarios that can lead you to the root of the problem though there is no right or wrong answer to it.
Analyzing and identifying the situation and figuring out the root cause, you can step forward to take the deliberate action. Try to find a way and repair the situation. Start giving constructive feedback to the new hire, provide extra time to complete the task, discuss the issues highlighting the concerns.
Dwell into other factors too, which may have triggered the situation because it is not always the fault of the new hire.
2. Setup a Face to Face Conversation With the New Hire
Be determined to talk about the situation upfront. Just waiting for the things to fall into the right place by itself, or trying to avoid a confrontation will never be fruitful
Rather than discussing with the new hire about their performance issue and your dissatisfaction, you can help in figuring out the solution jointly.
By emphasizing what is required from them, sharing your concerns and taking their inputs, you may be able to invite the viable options and workable alternatives, or at least be able to understand what is the real situation and what needs to be addressed.
3. Consider Reassignments — A Workable Alternative
Though performing badly in the assigned task, the new hire seems to be quite energetic, enthusiastic to learn new things and fits well in your office environment.
Looking at this scenario, it is better to wait and not jump into making decisions. The key to resolve this problem is by providing them with a second chance. The employee may not be the best fit for the current position but possess the talent that can be leveraged to fill the other roles within the company. Therefore, consider reassigning the task or pick them for another position.
You don’t want to make a bad decision in haste. You can’t afford to lose someone who is the right fit and a dynamic team player, especially when they have got the skills needed to excel in a different position. In today’s competitive job market, it is quite arduous to find such qualities.
So, it is worth keeping a bad hire, if they have potential and proper training can fill the job, costing you less than looking for a new hire.
4. Keeping Old One vs Hiring the New One
Though the new hire is a real investment, keeping them longer despite the odd situation is rather a loss. It can turn out to be an expensive option hitting the company’s financial line along with impacting other aspects such as productivity, performance, employee morale and in worst cases pushing existing employees to the level of quitting the job. All the turmoil stem in just due to one bad hire. Therefore, it is wise to figure out the number for keeping them.
Weighing the given options, analyze both immediate and long term costs. Not just limited to monetary aspects — focus on all other factors. Think how about the time you invest to resolve the present pressing issue can be fruitful. Whether investing time and money to training the new hire helps in improving the outputs and is it worth it, or is it better to let go and use other resources.
Unfortunately, it is not always easy. However, be aware of the fact that it is always more expensive to keep the bad hire than to let them go. No matter how much you spend on hiring them, it is good to get them going.
In the long term, hiring the right candidate can become a good fit that can cover up the expenses of a bad hire. It is an easy decision to make for letting a new hire egress but at times it is the best one taken.
5. Avoid Future Bad Hires
No matter how careful and vigilant you are, there are always the fallbacks. Sometimes you may end up with bad hires. Nevertheless, they are not predominantly a loss, if you learn from them and imply the knowledge gained to make better future hiring decisions. Analyze the whole situation, never missing the minute details, give it a thought, and be mindful of what happened and why it happened, what role you played and plan out to avoid repeating the same mistake.
So, how do you prevent hiring the wrong person? You cannot afford to hire a wrong candidate going on to the whole process affecting the entire environment of your office.
It is always despiteful to know whether a candidate will turn out to be a valuable asset to your company or would it just end in a crisis draining up the financial as well as other resources. Have been experiencing this situation, in the face of dilemma thinking worse or getting stuck whether someone can barely handle their task and is an energy drainer damaging the team, or to just to be responsible that you have made a huge mistake.
Majorly, in these situations, it is always good to look at the brighter side, as it is less expensive to opt for a change after accessing the situation. Therefore in some situations letting the employee go is the profitable option.
As it is challenging to cope with the after-effects condition of the bad hire, it is better to develop a strategy to prevent such a situation, which can help to escape its negative effects.
8Tips to Prevent a Bad Recruitment Outcome
1. Do You Need to Hire?
When you have a tight budget but you are desperately looking for your business growth, it is important to ask, is it really that you need to hire a full-time employee or freelancer, outsource agency or a contractor can do the job.
For big businesses, it is crucial to analyze your current business situation and project requirements. If an outsource or independent contractor can fulfil your needs then better go for it.
2. Be Specific of Job Position
It is crucial that before posting a hire, you determine exactly what skills you need the new hire to have. A clear job description that clearly outlines the job responsibilities and required skills needed to perform the tasks increase the chances to get the right chance.
The more detailed the job description outline, the better. And, once you have created these job duties for a new employee, you can use it as a mini-guide to avoid going sidetracked.
3. Ask for Referrals
Does your company have a referral program then go with it and if not, consider developing one? Hiring through referrals especially when it comes directly from your team member then it is a win-win situation.
Furthermore, the employee who would recommend them does not want to ruin their image by referring to someone sloppy, shallow in work or someone who won’t fulfil commitments.
Therefore, before recommending anyone they will always consider all the aspects. And, what you gain is a chance of getting the right person.
4. Make a Call Before the Scheduled Interview
Once you select the resume don’t rush into scheduling an interview and hiring them instantly as their resume seems quite interesting to you or maybe just enticing. Better consider calling the applicant to get better clarity about who they are. In just a few minutes, you get a decent sense of the person.
During the call, pay attention to their tone, way of addressing, pauses and their answers to your questions and most importantly their voice. Eventually, if they sound confident and promising, move for the face-to-face meeting.
5. Trust Your Team
To control hiring the wrong person, sometimes you need to ignore your gut instincts. You need to be aware of your limitations.
Therefore, it is time to work together with your team members to build an accurate evaluation of your candidates and increase your chances to spot a red flag at the earliest.
7. Don’t Limit to Just the Resume
Screening a resume is a good point in the starting period of any recruitment process.
Nevertheless, CV or resume alone is not the right tool or we can say the foundation to conclude. Instead, get a clear picture of who the candidate is and whether they are fit for the job and the team.
One of the surest ways is to go beyond the resume to look forward to the structured interviews. This enables you to assess the communication skills, body language and gain an in-depth insight into the candidate.
8. Use Recruitment Assessments
One more way to get alert on the red flags that can help you prevent hiring the wrong person is to use recruitment assessments. Implying an additional cognitive ability assessment will help you identify the right people for the jobs with high complexity whereas a personality assessment will be highly beneficial in concluding the fit of a candidate with the job and your existing team.
It is always tempting to hire a person quickly to help your demands meet. Unfortunately, quick decisions made on hires often turn out to be chaotic situations costing money for big companies and time for small businesses.
When it comes to concluding hiring decisions, it is always best to proceed with caution such that you end up with the right talent that can add value to your business. But, remember one wrong turn can not only be a loss of money but also cost you the trust of your team, destroying culture, hampering the growth process, and veering your company off track.