Career Testing
Career Testing
Career Testing
version 3, draft 3

5 Ways to Spot a Bad Hire

The costs of hiring a new employee are enormous and therefore making the right decision from the start is far more advantageous than taking a risk and regretting it. As a hiring manager it is your duty to find a candidate for an available vacancy that is suitable for the role, hard working and dedicated to their workload. However oftentimes hiring managers make mistakes that they should have seen coming and it is therefore crucial that you employ some tactics to assist you in spotting a bad candidate.

Below are some tips on how you can reduce your chances of finding a bad employee:

Involve others in your decision making process

When hiring someone it is always advisable to seek the advice of those around you. Although you are responsible for finding a candidate, there is no harm in taking advantage of the resources around you and relying on a number of opinions before reaching your conclusion. Many successful hiring managers request at least one other member of their team to join them during the job interview. In doing so, you are inviting a number of personalities into the interview setting, which will allow you to bring out different sides of the individual. That way, someone in your team might spot something suspicious that you didn’t pick up on.

Always check references

Checking references is vital in learning more about your candidate. Avoid going with your guy instinct when you find a potentially good candidate; you want to clarify that your instinct is right by consolidating your own opinion with that of the referee. Some recruiters go the extra mile and contact the company to speak with another member of the department, as opposed to the individual listed on the reference sheet. As long as you do not go behind the candidate’s back or ask rude or inappropriate questions, there is nothing wrong with adopting this tactic. In fact, you will learn a great deal more about the candidate than you would have done by contacting the provided reference.

Google the candidate

Check him or out on blogs, Twitter, LinkedIn and Facebook. Doing so will allow you to learn some interesting information about the individual that would never be discovered in the interview.

Go with your gut

If you sense something wrong about the candidate, don’t hire! Even if you are under pressure to fill the position, it is better to avoid a mistake early on than risk a bad hire and suffering the consequences in the long run.

Ask difficult questions

Challenge the candidate. Dig a little deeper and try to ask a few tough questions to gauge the employee’s reaction. Put the candidate in a challenging situation by asking questions such as:

  • ‘If I were to contact your current boss or coworkers today, what would they tell me about you?’ or,
  • ‘What have you learned about yourself in the past few years?’
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