How to spot a Bad Hire
September 30th, 2015Your company went through the hiring process, perused hundreds of résumés, interviewed the best candidates, and thought you made the right hiring decision. After a few months, your new employee doesn’t appear to be working out. Maybe it’s absenteeism, a bad attitude, poor performance, or some other issue?
Let’s take a closer look at the typical kinds of bad hires and what your organization can do to ensure it makes the right choice when interviewing for a new position.
Some Typical Poor New Employees
A myriad reasons factor into the poor performance of a new hire. Maybe the person feels their job is only a stepping-stone to a better position elsewhere? Some new hires arrive with their own prima donna complex, making them difficult to work with in the team environment vital in the healthcare industry.
Other bad hires exhibit different and disturbing sides of their personality your HR team never saw when interviewing them. These kinds of employees are simply bad for any medical organization. Other more inflexible workers won’t take any advice or suggestions to improve their performance.
The bottom line is poor hires are bad in any industry, but especially so in healthcare. There has to be a better way to spot them during interviewing before the hiring decision gets made.
Your company went through the hiring process, perused hundreds of résumés, interviewed the best candidates, and thought you made the right hiring decision. After a few months, your new employee doesn’t appear to be working out. Maybe it’s absenteeism, a bad attitude, poor performance, or some other issue?
Let’s take a closer look at the typical kinds of bad hires and what your organization can do to ensure it makes the right choice when interviewing for a new position.
Some Typical Poor New Employees
A myriad reasons factor into the poor performance of a new hire. Maybe the person feels their job is only a stepping-stone to a better position elsewhere? Some new hires arrive with their own prima donna complex, making them difficult to work with in the team environment vital in the healthcare industry.
Other bad hires exhibit different and disturbing sides of their personality your HR team never saw when interviewing them. These kinds of employees are simply bad for any medical organization. Other more inflexible workers won’t take any advice or suggestions to improve their performance.
The bottom line is poor hires are bad in any industry, but especially so in healthcare. There has to be a better way to spot them during interviewing before the hiring decision gets made.
Improving the Decision Process to filter out Bad Hires
Even when your company has an urgent need for a new employee, it is vital not to rush the hiring process. Make sure to dig deeply into the work history of every candidate. Check references and research their social media history to get a better reading on their potential performance on your team.
Make sure you look closely at the job responsibilities of your open position and question any candidate whether they performed similar duties in their career. This is another topic worthy of a deep discussion with their references. Don’t assume a candidate can do a task they’ve never done previously.
Personality inventories are a useful tool to truly find out what makes a candidate tick. Consider leveraging them during interviews and when the final decision arrives. Ultimately, you need to ensure the candidate is a good fit for the position no matter the urgent nature of your staffing need.
If your healthcare organization needs help in growing a top notch team, talk to the experts at Pinnacle Workforce. One of the top medical staffing agencies in the country, we provide the vetted candidates able to get the job done. Meet with us at your earliest convenience.
Improving the Decision Process to filter out Bad Hires
Even when your company has an urgent need for a new employee, it is vital not to rush the hiring process. Make sure to dig deeply into the work history of every candidate. Check references and research their social media history to get a better reading on their potential performance on your team.
Make sure you look closely at the job responsibilities of your open position and question any candidate whether they performed similar duties in their career. This is another topic worthy of a deep discussion with their references. Don’t assume a candidate can do a task they’ve never done previously.
Personality inventories are a useful tool to truly find out what makes a candidate tick. Consider leveraging them during interviews and when the final decision arrives. Ultimately, you need to ensure the candidate is a good fit for the position no matter the urgent nature of your staffing need.
If your healthcare organization needs help in growing a top notch team, talk to the experts at Pinnacle Workforce. One of the top medical staffing agencies in the country, we provide the vetted candidates able to get the job done. Meet with us at your earliest convenience.