A bad hire might not perform to the level you expect. They might not gel with your team. There are 3 leading causes of bad hires.
I’ve listed these 3 mistakes in order. From the one you have the least control over to the one you have most control over. Here goes…
Mistake #3 – Your employer brand is weak
Do potential employees know what makes you a better employer than your competitors? Are you selling the job to them?
If not, the good fit candidates (who have options) might look right past you. Meanwhile, less able candidates will see your job as a low hanging fruit.
With fewer A- and B-players applying for the job, there’s a greater chance of you hiring a less able applicant. Big risk.
I recommend you start exploring this topic by first reading this practical employer branding guide on LinkedIn.
Mistake #2 – You base your hire on personality or hard skills
Richard Branson recommends hiring people who are “fun, friendly, caring and love helping others.”
Apparently the “rest of the job can be taught.” Maybe yes, since he was talking about hiring customer-facing employees like flight attendants.
I can’t say that’s a winning recipe if you need to hire for a professional or technical role.
Something makes me think that a set level of proven skills are key.
You wouldn’t want Virgin Atlantic to hire for a pilot’s role solely on the condition that they’re fun.
The other end of the spectrum is no better. I’ve known managers who hire someone with a promising resume only to regret it later.
They see the laundry list of skills, years of experience and marquee past employers and think they’ve found a winner.
Without verifying what the person actually did day-to-day with those skills in those years at those companies, you risk hiring a dud.
Mistake #1 – Your interviewing isn’t rock solid
Mistake #3 is an external factor. It’s about how outsiders see your company. You only have a degree of control over that.
Mistake #2 is a mistake of false mindset. It’s indirect because you’re often not doing it consciously and takes time to evolve from.
But Mistake #1 is something you do consciously and you have direct control over it. You own your interview process.
Sadly, if you end up with low quality data on candidates, it’s on you. All this does it make your decision hard or worse, guesswork.
What causes you to have low quality candidate data?
Having a weak (list of random questions) all the way to non-existent (“It’s a conversation”) interview structure.
It’s critical that you work out the key traits that make your employees successful and seek these in your new hire.
Here’s a simple fix: write at least 5 questions that compare the candidate to how your top performers go about doing the work.
Ask each and every job candidate. That way you’ll truly know if the person in front of you will work the way your team does.