You were able to find what seemed to be the perfect candidate to fill your open position. However, after a few weeks on the job, it’s clear that your dream candidate has turned into a nightmare.
How did this happen?
It’s not always easy to tell who’s going to be trouble from an interview. However, here are a few tips you can utilize to ensure you reduce your chances of making a bad hire.
I’m always baffled at how many employers don’t check references. The best indicator of future performance is past performance. Be sure to have a candid conversation with the candidate’s former employers to get an idea of what type of employee they were. Verify that the candidate is giving you references for people that they reported to and not just co-workers. A reference that actually supervised the employee is almost always the best person to provide insight on what type of employee the candidate is. If the candidate is unwilling to provide any supervisor references, consider that a red flag.
Google the Candidate
In the world of recruiting, the internet is your friend. You can discover a lot of information about your candidate by utilizing the world wide web. Their social media (Facebook, Twitter, LinkedIn) as well as any blogs or articles they’ve written can reveal details that may not ever come up regardless of how thorough your interview is. Conducting this extra bit of research can also help you uncover inaccuracies in the candidate’s résumé.
Ask the Right Questions
In a rush to get through the interview and make a hiring decision, sometimes employers drop the ball on asking the right questions. Force the candidates to go deeper than the surface answers they provide. Ask them to explain their answers if you didn’t get a good sense for what they meant.
Involve Your Team
If you have a partner or other employees, make them a valued part of your interview process. Since that candidate has to work with your team anyway, it only makes sense that the team gets to meet and vet the candidate before you bring them on. They can ask questions you wouldn’t have thought to ask or point out issues that you may have missed. When it comes to hiring, multiple opinions are better than just one.
Trust Your Intuition
Sometimes, the candidate won’t give you any glaring reasons not to hire them, but you feel in your gut that this person isn’t right. You might not be even able to fully articulate why. Don’t ignore this feeling. More times than not, when hires go bad, the employer had an underlying feeling that it wouldn’t work out. Trust your intuition.
When you’re short-staffed and the work and stress begin to pile up, it’s easy to want a fill an open position immediately. You tend to cut corners and ignore obvious red flags. However, a bad hire will cost you more in the long run than if you take your time and get it right the first time.