Career Testing
Career Testing
Career Testing
RECRUITMENT / JUN. 07, 2013
version 33, draft 33

What to Do When You Make a Poor Hiring Decision

Many businesses often make a poor hiring decision due to their busy schedule and incompetent interview procedure. When recruiters employ an individual who is not adept for the job, it is important to rectify the situation and follow damage control before the employee causes the business any losses. Poor hiring decision have the most detrimental effects on companies that require the individual to communicate directly with clients, for example in sales or hospitality. Therefore it is imperative to dedicate a certain period of time to scan through CVs and find the most suitable candidate.

The cost of an incompetent employee

In the event that an employer has made a negligent hiring decision due to time constraints and business needs, it is advised to carefully assess the situation. Does the new employee have incompetent skills and qualification to complete the job or do they lack the personality to work effectively within a team? Once the employer has identified the problem, they can begin to formulate a course of action. If the new employee is lacking the qualification and skill to complete the job, the employer can either offer them in-house training or sponsorship for a program to obtain a qualification, however this is heavily dependent on what is feasible for the company.

To fire or not to fire

In many cases, it is likely that the employer decides to fire the employee and hire someone who is better suited to the role. When a company decides to get rid of an employee, they should follow a certain procedure to prevent any ill-feeling and discomfort between the employee and the company. The employer should remain professional at all times and maintain a strong stance in front of the employee regardless of their response.

Developing a recruitment strategy

Once you have decided to hire a new individual to find a better suited candidate, it is advised to create a recruitment strategy in order to avoid any further negligent hiring decisions. Many recruiters introduce competency and personality tests into their interview process to get a clearer picture of the potential candidate’s personality as well as skills. Group interviewing is a technique that many employers use as it provides them with the opportunity to evaluate the candidate in a teamwork environment. Whatever the recruitment strategy is, it is important to develop it to avoid making rushed decision that are purely based on a CV and a single interview - the more steps you add to the interview process, the less chances there are of hiring an incompetent employee.

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