At some point, every business owner has made a hiring mistake. Whether the new hire makes it a month or a year before you have to let them go, the cost can be high.
Rutgers University published a study that showed the cost of turnover is often about 1.5 times the new hire’s annual pay. For professional jobs, that cost can be as much as 2 or 3 times.
After letting the person go, it’s natural to wonder if you missed something. Did you not see a red flag, or was there some question you could have asked during the interview so that you could know not to hire that person?
However, the fact of the matter is that you probably didn’t miss the warning signs at all. According to many hiring professionals, chances are that you saw the signs, acknowledged them, then ignored them.
In some cases, it’s beneficial to give an applicant a chance if you are unsure about them, but there are some signs that you just shouldn’t ignore. Here are five signs that you should not hire someone.
- Blame Game – People who blame others and refuse to take responsibility for their own failures can be extremely bad for business culture. It’s not always easy to spot the blamers during an interview or early on after they’ve been hired, but look out for any kind of blaming. For example, if an applicant says something about the poor management at their last job, or even if their tone seems to imply that their last supervisor was incompetent. Hiring a blamer could mean you are the next target of their trash-talk.
- Hamster Wheels – If an applicant appears to make little or no career progress in a reasonable timeframe, it could be because they lack a real desire to learn and grow beyond a certain point. While this lack of ambition may not cause a lot of damage, it’s not going to offer any advancement for your business either. In order to grow your company, look for candidates who are looking to grow themselves.
- Planning vs. Doing – Candidates that show signs they have trouble making decisions or meeting goals should probably be avoided. Look out for applicants who talk too much about plans and goals and not about things they’ve actually been able to accomplish. Think about it like this: if a person has done little beyond planning to actually accomplish their own goals, what kind of progress do you think they’ll make towards your company’s goals?
- Loners – People who say they prefer to work alone, should work alone. If your company requires that they have regular contact with other people in the office, as most companies do these days, then you will probably do better to find someone more outgoing or approachable.
- In a Blizzard – After the interview, picture yourself and your team are stuck in a cabin somewhere, unable to leave until the next day because a raging blizzard has snowed you all in. If you don’t think you or your team could handle the candidate for a full day, then you probably should pass on hiring them since the workplace requires quite a bit of interpersonal contact.
Garland & Mason, L.L.C. handles a variety of business law issues including employment law and business litigation for companies in and around Monmouth County, New Jersey.