7 Signs You’re About To Hire The Wrong Candidate
Turnover is expensive. A study completed by the Rutgers University Graduate School of Business approximates the turnover cost for a non-professional position is one and a half times that of the person’s annual salary, while the turnover cost for a professional position is as much as two times that person’s salary.
Those statistics alone should make you want to take your hiring process a little more seriously and make your candidate selections more carefully. Here are some signs to look for during that process that could indicate you’re about to hire the wrong person.
The just-rolled-out-of-bed look – We’ve all heard the expression “dress for the job you want, not the job you have,” so if your candidate shows up with an unkempt appearance, you may be looking at red flag number one. If your candidate shows up for an interview looking messy, you can expect things to only go downhill if they get the job.
Totally unprepared – Any candidate that you take the time to interview should have a reasonable knowledge of the company. The person who doesn’t take the time to research your company and the responsibilities of the position is likely to show the same type of dedication on the job.
Degrades past employers – The candidate who has nothing good to say about their former employers will bring that attitude into your workplace. No one enjoys working beside Mr. Negativity.
The loner – Unless the position for which you’re hiring calls for a person who works diligently without human interaction, be wary of the candidate who says they prefer to work by themselves. Teamwork is key to a successful business, and the person who can’t grasp that may not fit well into your system.
Easily distracted – If your candidate is having a hard time following your questions because they’re too busy surveying their surroundings, or, say, they whip out a cell phone, they obviously respect their own time more than yours. Move on.
Flawless – Ahh, the candidate who just can’t seem to think of a single lesson learned through a poor decision made at work, or the interviewee who explains all achievements they’ve made over the years they accomplished on their own. Signs of arrogance should be a huge red flag that bringing this person into your company would be the wrong decision.
Core differences – Make sure you’re upfront with your candidates about your company’s values. If there’s high importance placed on collaboration and the work environment is nearly always fast paced – explain that in straight forward terms. Ask each candidate how their work styles would align with that type of atmosphere. You should know based on each person’s answer if their values will support those of your company.
The hiring process can be lengthy and frustrating at times, but hiring the wrong candidate can take your frustration levels to new peaks. If your interviewee passes all the tests above, consider this: what is your gut feeling about the person? A candidate can look great on paper and even perform well during an interview, but if you have a feeling that they still may not be the right fit, go with your gut.