Clues: You are Making a Bad Hiring Decision
The cost of a bad hire can be monumental. The good news is that clues abound at every stage of the hiring process that reveal whether or not the candidate is a good fit for the position that you are trying to fill.
The list of clues below suggest that a bad hire is a likely outcome:
1. The hiring team is not on the same page
It is critical that the hiring team, first and foremost, is in agreement with respect to the actual job needs. Before beginning the hiring process, the hiring team must come to a general consensus to answer what must be accomplished in the first year of a new employee in order to be considered a successful hire. This includes identifying key performance objectives to create shared alignment internally.
2. Candidates are vague
In the interview process when asking questions, there is nothing worse than receiving answers that leave room for speculation. It is important for the interviewee to be specific in his or her response. For example, if a candidate is asked what they want from the job that they are interviewing for, an appropriate response would include specific details about the actual scope of work. Lack of detail may indicate a greater interest in compensation as opposed to the work itself.
3. Evidence to justify a hire is vague
Evidence to justify a ‘yes’ hire should include past performances that are comparable to the role’s key performance criteria and objectives. If the evidence doesn’t quite hit the mark or is unrelated to the actual requirements of the job, chances are the candidate will not execute according to the standard of operational performance.
4. Strongest Candidates Opt-Out
It's important that before making any decision or picking up the phone that the hiring teams are in agreement regarding who the best prospects are. The number of those prospects who agree to be interviewed, complete the assessment series, and accept an offer is a good indication on behalf of the recruitment team’s ability to provide the right fit for the long haul.
Measuring the candidate’s performance at the one year mark regarding their success and execution according to previously identified objectives is a great way to hold both the recruiting team and the candidate accountable. In the best cases, both will come to the same conclusion that it was the right decision to take the job. This concept can transform the hiring protocol and invite strong talent.