Bad hiring decisions unfortunately happen, despite the best intentions of the interviewer. Managers can usually spot these individuals in a very short space of time, perhaps due to a poor attitude or a lack of skills that had been advertised at the interview. While it may not be possible to ease a disappointing newcomer out of the company quickly, there are several ways to reduce the risk of a repeated scenario.
Avoiding poor attitudes
Many people perform very well in front of the interviewer, confident, enthusiastic and polite. They are aware, at this stage, that they are being assessed for their suitability. Therefore, it would be advisable to consult with other members of staff before making any hiring decisions. A person who would be a bad hire is more likely to demonstrate their poor attitude in front of those they would consider less important, such as a receptionist or secretary. Making a better hiring decision could be as simple as asking these members of staff about their impressions of each candidate.
Verification of skills
Making sure a new hire can carry out the required tasks of the position is one of the most important parts of the interview. If competence with a specific piece of software is required, for example, part of the interview could be a skills test. If technical knowledge of a subject is required, then including a specialist on the interview panel can allow the appropriate questions to be asked, and the answers to be assessed. Steps such as these can determine whether the skills are as advertised, or if they have been exaggerated in the application.
However, if this is the reason behind a current poor hire, it may be possible to rectify the situation with appropriate training.