What to Do When You Realize You Hired the Wrong Person
Roberta Matuson
Strategic Advisor on Talent | Global Executive Coach | Public Speaker I Brand Ambassador | HBR Contributor I Helping organizations attract & retain the best people.
Hiring the wrong person happens to the best of us and can be a costly mistake for any organization. It may take weeks or months before you realize that a new hire is not a good fit. When this happens, it's important to take swift action to correct the situation.
Here are some tips on what to do when you realize you've hired the wrong person:
Act Quickly Don't drag your feet - the sooner you address the problem, the better. The longer this employee remains in the role, the more it will negatively impact morale and productivity. As soon as it becomes clear the person is not right for the job, take corrective action.
Be Objective. Take emotions out of the equation and assess why this person isn’t working out. Were they not onboarded properly? Is it a skills gap that can’t be quickly rectified? Lack of effort? Did they oversell themselves during the interview? Identify the exact issues so you can determine the best course of action. Stick to facts and cite specific examples of poor performance that you’ve observed.
Give Clear Feedback. Have a candid conversation with the employee explaining why you feel they are not a good fit. Provide clear guidelines, including specific examples on where they are falling short and give them an opportunity to offer their perspective. Make sure they understand the seriousness of the situation.
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Explore Alternatives. Consider whether additional training, coaching or a different role could be a solution before immediately terminating employment. If after feedback the employee demonstrates a willingness and ability to improve, it may be worth giving them a second chance.
Familiarize Yourself with the Law. Consult HR or your labor attorney to ensure any corrective action you take follows legal protocols and workplace policies. Understand regulations around termination notice periods, final payouts, etc. Document all performance issues and meetings to minimize legal risk.
Act Decisively. If it’s clear the situation is unsalvageable, working towards terminating this employee is usually the best route. Dragging out subpar performance impacts the whole team. Reflect on your hiring process and your management of new personnel to spot areas for improvement going forward. With the wrong hire gone, focus your efforts on finding a replacement.
Hiring the perfect candidate is never guaranteed, but taking immediate action when you realize someone is not working out can limit damage and get your team back on track quickly. Learn from your mistakes. With the right follow-through, even a wrong hire can become a valuable learning experience.
Professional
11 个月No doubt,it's called failure of the Selection Authority due to Unmatched Applicant's comparison with the Resume. Selection of Right person for the right job can be so easy while interview. If the Selection Authority is Experience enough. Mostly it happens when someone selected wrongly by HR who don't have Technical Background. I never noticed any person with Experience & Expert in his Field can be misfit to continue his job.
"Quality never goes out of style."
11 个月Nice brief review of what to do... in New Mexico we shorten it a bit more to... :"bueno bye". You're absolutely correct... check with your attorney 1st... although New Mexico is the chile/chili capital of the world, we know not to depart on too spicy of terms. Pleasantries and a smile works well. Hope you had a nice Thanksgiving. Merry Christmas.? God bless.
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11 个月I read it somewhere. "Hire slow. Fire fast" And that made my life easier than ever. No shame and delay to fire a wrong person. It's for your work well being. Best piece Roberta Matuson
Assistant Stylist at Shopbop
11 个月So, when you decide someone isn't a good fit, truly make sure that the person who is evaluating it is coming from an objective place. If you haven't onboarded the employee properly, and they challenge that fact then getting rid of them is a justification for you not doing your job properly. Also, try not to use someone when it's convenient and then get rid of them after you have figured out your dilemma. The optics don't look right. Unfortunately, some companies use phrases like "not a good fit" or " a lack of professionalism" as a smoke screen to justify their lack of creating a positive work environment.
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11 个月Thanks for Sharing.