Almost all hiring managers will experience it at some point – the dreaded bad hire. For whatever reason a new employee just isn’t fitting into your culture and is more of a hindrance than an asset. Maybe you made new hires to start 2017 and so far they aren’t working out. Here’s how to spot bad hires and what you can do in order to get these hires back on track to increase productivity.
Common Signs of an Ill-Fitting Employee
Although every situation is different, you can typically identify a poor hire because they’ll exhibit one or more of the following traits:
- A bad attitude right out of the gate
- They lack the inherent skills necessary to perform their job
- They’re consistently late or tardy
- They keep repeating the same mistakes over and over
- They just don’t “click” with their co-workers
- They generally cause a lot of friction in the workplace
Of course it’s important to give each new employee their fair due. Transitioning into a new role takes time, so it’s important to have at least some level of patience. That being said, there are two courses of action you can take once you know for sure you’ve made a bad hire.
Choice #1 – Reassign
In some cases, an individual may be inept at one position but adept at another. An article from Inc.com explains how Pat Sullivan, CEO of customer relationship management software Contatta made a bad hire. Rather than firing one of his software developers, he reassigned her to a new job working on the company’s website. It worked out brilliantly, and she proved to be highly skilled at this position.
The point here is you should carefully examine the situation and figure out if the employee has any relevant skills that could be utilized somewhere else. This is beneficial because it can save you money, mitigate your mistake and boost overall productivity.
Choice #2 –Terminate
But what do you do if it’s just not going to work out? If your gut tells you a particular employee is a poor fit, you’re best bet is to cut the cord. Understand we all make mistakes, and you’re not going to nail it 100 percent of the time. In this situation, it’s best to accept responsibility and terminate as quickly as possible to avoid further complications. Inc.com recommends apologizing to soften the blow and to even help the person find a new job if possible. Most importantly, you should learn from the mistake to reduce the likelihood of repeating it in the future. Make a note of which traits and characteristics to avoid moving forward.
A bad hire can upset the rhythm of your business and hinder your progress. But you can minimize the damage and get things back on track fairly quickly by implementing these tips.
Need help with recruiting? Contact the professionals at PrideStaff DFW today.