Recruiters are faced with a challenge: hire the perfect candidate that will do the job right. Sometimes, we believe we have found that candidate but sooner or later realize we couldn’t have been more mistaken about the person. So what happened?

New hires can go wrong for a multitude of reasons. Candidates who excelled in smaller positions may dissolve when put in charge. Applicants, desperate for a job, might exaggerate to land any position. Regardless, putting your trust in a new hire after a few rounds of interviews can be a big risk, but it doesn’t have to be.

To avoid the headaches later, follow these simple skills for spotting a potentially bad hire before the hire is made:

Be patient and courageous in your hiring process.

Resist the urge to hire quickly, and above all, do not be afraid to not make a hire if your candidate pool doesn’t’ fit the bill. Take your time. Do your homework to become knowledgeable about your candidates.  Ask yourself – is this the perfect candidate, or just the best from what we have?

It’s all about details. 

No one is perfect and everyone has personality quirks. Even if these slight idiosyncrasies are minor compared to the candidate’s strengths, think about them in every possible environment the candidate may find themselves in if hired.  Could this quirk hinder working conditions, either for the candidate or other employees?

Always keep looking forward.

It’s easy to become wrapped up in an applicant’s prior performance history as a predictor for future presentation, but think beyond past experience. Does this position require new competencies? Use a variety of strong assessment devices tied to the position – not just the candidate.

Approach management candidates with a formula.

This formula should be 80% personality and communication, 20% technical skills. These candidates have worked their way up the ladder and proven their competency in their field – but do they have what it takes to lead, motivate, and engage others?

Truly look for motives.

Why does this candidate want this job? Again, you’ll need to do your research to ask the questions to really get to the meat of the matter.  Has this candidate put thought into where they fit in this position? If hired, what goals do they hope to accomplish?

We understand that every hiring situation is unique, but if you follow these best practice guidelines, you will be sure to make a good hiring decision. If you need help in finding the perfect candidate for your open position, contact Staffers today!