We Made a Bad Hire... I Need Your Help

We Made a Bad Hire… I Need Your Help

I wish I had a nickel for each time I heard a new customer say those exact words as their reason for being introduced to me. (In fact, I usually collect MUCH more than five cents after hearing those words.)

Members of my professional network routinely introduce the Executive Search firm, The Westview Associates to members within their networks who need to hire longer-tenured and more productive employees. At times, these introductions occur following a “Bad Hire”.

“Bad Hires” tend to occur when the hiring organization employs an individual who does not possess a fully vetted understanding of how their professional attributes and/or culture will fulfill the other party's needs.

Ineffective vetting occurs when the hiring organization and/or the hired individual do not follow a pragmatic process that strategically reveals the complete understanding of the other party’s operational and cultural needs, as well as how these attributes compare to your needs.

Here is a summary of the proprietary process that The Westview Associates utilizes to assure that the hired individual becomes a long-tenured and productive employee.

1.?????Have the hiring organization perform a thorough self-evaluation to fully understand the professional accomplishments and cultural attributes that are required in their ideal hired employee.

2.?????Have the job seeker perform a thorough self-evaluation to understand the professional attributes and operating culture that are required in their next employer.

3.?????Have the prospective employee pragmatically document how their professional accomplishments and operating culture compare to each specific need and operating culture of the hiring organization.

4.?????Have the job seeker impartially evaluate how completely the hiring organization fulfills each of their desired professional requirements and operating culture.

5.?????Have the hiring organization and the potential employee physically meet to validate that their required professional accomplishments and operating cultures are congruent.

6.?????Each party should utilize trusted third parties’ first-hand experiences to thoroughly validate that the hiring relationship will fulfill their operational and cultural needs.

7.?????Have the hiring organization and the prospective employee meet again in a relaxed setting away from the workspace. This interaction is to assure that there is a cultural fit between each other and that they can see themselves working together for the desired employment timeline.

8.?????Don’t be afraid to continue evaluating other potential employees or hiring organizations if your needs may not be fulfilled through this employment relationship.

Strategically and thoroughly following the above process will assure that the hiring process produces a long, fruitful, enjoyable tenure of employment and not a “Bad Hire”.?