6 ways to avoid a bad hire

6 ways to reduce the risks of a bad hire

As a recruiter you may have been in a situation where you have questioned whether your employment was good or not. Follow these tips and reduce the risks of a bad hire.

A wrong hire can lead to high costs when it comes to recruiting, relocation and training, and can add up to big numbers for your company. 

Selja von Zernichow on how to reduce the risks of a bad hire.

Selja von Zernichow, HR director in Visma Unique AS.

But a wrongly and hasty hire can be much more expensive than you think. 

Reduce the risks of a bad hire

Selja von Zernichow, HR director in Visma Unique AS in Norway, has 15 years HR experience from different industries and roles. She shares the best tips on how to reduce the risks of a bad hire.

1. Use a recruitment system

A recruitment system can help you with screening and ranking, and make the process much more efficient.  

2. Have a good recruitment strategy

You should use selection methods that are accurate and can predict job performance. A combination of structured interviews, ability tests and work tests and cases should be used.

3. Document the competence of the candidate

Evaluate the competence of the candidate against the requirements of the position.

Based on this, you should be able to predict whether the candidate will succeed in the job. You also have to make a good assessment of whether the candidate will fit into the work culture and contribute positively to the environment.

4. Perform a thorough selection process

A wrong hire can have a negative effect on the work environment, and create frustration as the team works with a co-worker who’s not performing well in their position. Therefore, the selection process should be thorough.

Furthermore, it requires a lot of attention from a leader to offboard a bad hire. This will then affect the rest of the team, and it can also affect results as the leader will not be able to focus on the business, deliveries and goals in a sufficient degree.

5. Conduct a structured reference interview

References should be chosen critically and you should conduct a structured reference interview.  

6. Ensure a structured onboarding and good follow-up

Through a good onboarding you make sure that the employee quickly adapts to the new position, and delivers as desired.

New employees can easily feel a shortcoming of expectations if it doesn’t correlate with what was suggested in the recruitment process as far as closely follow-up and good onboarding plan.

In the opposite case, where you have discovered that you’ve recruited the wrong person for the position, a close follow-up and documentation are essential to terminate the employment in the work trial period.


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