Hire Slow, Fire Fast!

Dear Stephen,

I think I made a bad hire! I am a regional sales manager for a major manufacturer. Still early on in my leadership career. I hired a new outside sales rep about 6 months ago. This guy knows nothing about our industry or dealerships or even our products but we have very elaborate training, both at HQ and here in our showroom in NYC. He’s been through all of it, but I am just not making any headway with this new hire. I do not believe everyone has to come from “within the industry” or from a competitor. I pride myself on being more open minded on hiring in general. This candidate (now this employee) had stellar references and seemed to talk the talk, I thought he checked most of the boxes during the interview process. But now, he seems completely unengaged with what an outside sales job is. We’re running into big troubles only six months into his employment here.

Here’s the big picture. He looks and talks the part, dresses well, and could be a great ambassador for our brand. All that being said, I now realize I hired someone who simply does not “get” sales. It’s as simple as that. I need a sales rep who can work with our dedicated dealers and help cultivate new business with A&D and end users. Sales to this guy is posting our products on LinkedIn. I am now getting vibes from our dealers and even the other salespeople here like I was crazy to hire him, and maybe I was.

Long story short, I made a big hiring mistake and I need your advice. What do I do with this new hire?

Signed,

Bad Hire Quagmire

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Dear Quagmire,

My advice is always the same regarding hiring. Hire slow, fire fast.

I know a lot of bosses in your exact predicament, and I even know the profile of the guy you hired. That’s because these types of employees exist everywhere. Let me explain, there are some people who just give “good interviews” or look the part. That is why you need to interview slowly and interview thoroughly. However, my philosophy to my clients is that the minute you sense that you made a bad hire, fire the candidates in accordance with whatever your company protocols are. For some companies that is warning and notices, whereas for other companies it’s not that complicated. Bottom line, use those now-iconic two words: “You’re Fired!”

Underperforming employees bring your entire team down, and then they take you down with them. The reason you got promoted to a leadership position in the first place is to make decisions. And in my opinion, good bosses fully acknowledge when they make a mistake. They learn from it. They fix it. They push forward. ?

It is much easier to make a bad hire then leaders are often willing to admit. Good managers, the ones who their bosses like, are the ones who follow my formula of hiring slow and firing fast.

It is not your job to babysit someone who just does not want to sell, or is not a cultural fit, or does not have the energy level or required skill-sets. The reason does not matter. The minute you realize the person working for you who is not getting the job done for whatever reason, is the minute you need to move forward with their termination. It’s that simple. Either sink or swim. No hand holding. People rarely get better and like I said, a bad employee can really bring down the whole team. Chances are it’s not just you who recognizes that this person is a bad employee, it’s the other people who work for you who usually notice it first.

You’ll come out ahead by letting them go and your employees will see that you’re not afraid to acknowledge when you’ve made a bad hire, which sends them an important message as well.

Signed,

Stephen

Stephen Viscusi is the CEO of www.viscusigroup.com, an executive search firm that specializes in the interior furnishings industry. Hires made through The Viscusi Group are guaranteed a one-year free replacement. Please share your story or comment on this article and send your workplace questions to [email protected]. Or give us a call at (212) 979-5700 x 101.

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