You Made a Bad Hire. Now What?

Every employer knows the sinking feeling. You hire someone who checks all the boxes during the recruitment process—timely, responsive, organised, curious, and seemingly capable. But then, once they start working, it becomes clear that they lack the skills you thought they had, constantly miss deadlines, or bring a negative attitude to the workplace. Believe me, I know the sting of a bad hire. You're not alone. Only 19% of new hires are unequivocally successful.

But don't panic just yet. This guide will show you how to spot a bad hire, prevent future hiring mistakes, and most importantly, what to do after making a bad hire.

Signs of a Bad Hire

1. Underperformance

Underperformance is one of the first signs that you've made a hiring mistake. If your new employee consistently:

• Misses deadlines
• Delivers sub-par results
• Fails to complete basic tasks
• Ignores responsibilities

They're likely a bad hire. But underperformance isn't just about technical skills. It also includes:

• Low energy or enthusiasm
• Lack of initiative
• Poor interpersonal skills
• High Stress Levels

If your new hire is constantly stressed, it might be a sign of a bad hiring decision. While stress is expected at work, high-stress levels that impede productivity or disrupt the team are a big red flag.

2. Negative Attitude

Is your new worker constantly complaining, disparaging colleagues, or taking credit for others' work? A poor attitude often signals a hiring blunder. Watch out for these behaviours:

• Unwilling to collaborate
• Arrogant about their performance
• Lazy, rude, or spreading rumours

3. Untrustworthiness

Candidates can present themselves positively during the interview but reveal their true nature once hired. A new hire who lies or misrepresents their qualifications may be untrustworthy.

4. Damaging Productivity and Morale

If your new employee disrupts workflows, holds up projects, and makes it difficult for others to function, it's not just a performance issue. It could also be affecting your good hires.

Causes of a Bad Hire

1. Rushed Hiring Process

Not taking enough time to assess skills thoroughly can lead to a hiring disaster. Rushing the process often results in superficial evaluations.

2. Unstructured Interviews

Relying on first impressions rather than objective assessment metrics leads to biased hiring decisions.

3. Bias in the Hiring Process

Unconscious biases, such as gut instincts or snap judgments, often cloud the hiring manager's ability to evaluate candidates accurately.

4. Incoherent Hiring Strategy

Lack of effective communication between recruiters and employers can cause confusion over the exact hiring goals and the specific skills required for the role.

5. Improper Culture Fit

Assuming that a candidate aligns with your company's culture without proper assessment can lead to groupthink or poor performance.

How to Prevent a Bad Hire

1. Skills-Based Hiring

A skills-based hiring approach uses multi-measure pre-employment testing to assess candidates' skills, personality attributes, and growth potential objectively. This prevents bad hires by clearly showing a candidate's ability to fit the role.

• Customer Service Test: Evaluate a candidate's customer service skills, including problem-solving and communication.
• Personality Testing: Pinpoint personality traits with the?16 Personalities Test.
• Situational Judgement Tests: Assess behavioural skills and responses to work-related scenarios.

2. Structured Interviews

Use structured interviews with standardised questions focusing on skills and competencies rather than gut feelings.

3. Culture Add Test

Test a candidate's values and motivations to ensure they bring positive new elements to your team rather than just fitting in.

4. Clear Communication

Ensure that recruiters and employers communicate hiring goals clearly and that candidates understand your company's culture and values.

What to Do After Making a Bad Hire

1. Identify the Problem

Recognise the issues your new hire is causing and consult with managers and team leaders to understand the whole picture.

2. Be Direct

Address the issue head-on. Communicate your dissatisfaction and maintain open communication to find a solution.

3. Listen to Feedback

Let the employee explain their perspective. This might provide insights into the root causes of their poor performance, like health issues or personal challenges.

4. Rehabilitate with Upskilling or Reskilling

Determine if the new hire is in the wrong role or lacks the required skills. Engage them in a professional development plan to upskill or reskill for a better fit.

Steps to Upskill or Reskill:

• Conduct a Skills-Gap Analysis: Compare existing skills with those required for the role.

• Build a Talent Map: Predict future skills gaps to guide development.
• Identify Growth Potential: Use personality tests to find where the new hire can excel.
• Create a Professional Development Plan: Outline strengths, areas to improve, and required resources.
• Know When to Move On
• If your new hire remains resistant to improvement or consistently negatively impacts the team, it may be time to part ways. Learn from the experience to refine your hiring process and prevent future mishires.

Questions to Ask:

• Why did I believe this person was suitable?
• What gaps in my hiring process contributed to this bad hire?
• Could I have identified this bad hire earlier?

Using Skills-Based Hiring to Avoid and Fix a Bad Hire

Traditional hiring practices are often ill-equipped to prevent or manage bad hires. Skills-based hiring helps you identify skills gaps, assess employee behaviour, and upskill or reskill new hires who have potential.

Benefits:

• Identify Skills Gaps: See how your new hire meets role requirements.
• Assess Behaviour: Use situational tests to predict responses to work scenarios.
• Boost Morale: Avoid bad hires that damage productivity and morale.

Tips:

• Use skills-based assessments to evaluate candidates objectively.
• Create structured interviews focused on skills and competencies.
• Implement personality tests to ensure a positive culture add.
• Communicate clearly with recruiters, employers, and candidates.

Conclusion

Bad hires happen to the best of us. However, using skills-based hiring practices can help you prevent future hiring mistakes and address those already made. Assess objectively, communicate clearly, and focus on finding candidates who will add value to your organisation.

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