I hired the worst candidate ever! Now what?

 

The recruiting process can be tricky. Nothing truly guarantees that the candidate you hire is the right fit for the position. As a recruiter, you can do what is in your power to avoid hiring the wrong candidate but it is also important to know what to do after you’ve hired the wrong one.

Recognize your mistake

After you’ve realized you have hired the wrong person, it is important that you recognize your mistake. Oftentimes, recruiters, because they want to save their pride and image, do not admit that the candidate they have hired was not the right fit for the position. Instead, they keep them around and let the team pay the consequences of their bad decision. Delaying in hopes that the employee will change and magically learn the skills, will only make the situation worse. Keeping the wrong hire around will affect the whole team and eventually the company’s image and finances. The sooner you recognize your mistake, the quicker you will be able to take the necessary measures to make up for it.

 

There are a few things that indicate your employee is not the right fit:

 

–       The employee does not seem to know how to get the job done

–       He/she is always asking other colleagues for help

–       Your employee has a hard time respecting deadlines

–       He/she is embarrassed to tell you they do not know how to do something

–       Your customers are complaining

–       Your staff is complaining

 

If you notice these signs, it is important to acknowledge them as early as possible and consult your HR department to figure out what to do.

 

Apologize

Hiring the wrong candidate is not only bad for the team but also, it is putting your new hire in an embarrassing situation. The whole team will know that they are not able to deliver the work. This will affect their ego and they will see their time at your company as a bad experience they want to forget.  Take the time to talk to them in private and recognize that you have made a bad decision when hiring them for this specific position. Do not forget to mention that it is not about them. The candidate probably has qualities and strengths that would be perfect for another position and you might have gotten carried away by their charisma. Try recommending them to other companies for which they will be a better fit. We all make mistakes and recruiters are not exempt from this. The important thing is to know when to apologize and end things on a good note. Also apologize to some of your employees who might have suffered from the new hire’s incompetency. Doing so will show your team that you value them enough to make sure you create an environment that will motivate them to be the best version of themselves.

 

Consult your HR department

Letting an employee go is not easy. It is important for you to work with your HR department in order to discuss the best ways to proceed. Before letting them go, see if this is really the right decision. Some employees only need some training in order to acquire the qualifications it takes to get the job done. Also, it is possible that the new hire has not felt integrated enough. There are different factors that could explain why they have failed to feel equipped to get the job done. Your HR specialists will be able to analyze the situation and see what is the best thing to do from there on. Do not do or say anything before consulting them as they will have a better sense of judgment of the situation.

 

Take the time to figure out why you made the wrong choice

The best way to avoid committing the same mistakes is to take the time to see why you made these mistakes and what you can do differently next time. Take the time to replay the interview in your head. Did you get carried away by their personality without considering their lack of experience? Did you ask the right questions during your interview? Did you truly take the time to analyze their body language and more? These are all questions to ask yourself in order to be more prepared when interviewing candidates who will replace the bad hire. You can also ask your team what they think went wrong and ask them their opinion on the qualifications the right candidate should have. Involving your team in the recruiting process will help you avoid making the same mistakes.

 

Do not wait till it is too late to recognize a bad hire. Take advantage of the 90 days probation and take the necessary measure if ever you think you will need to replace your employee.

 

Want to find top candidates for your open position? Post a job for FREE today on Shortstints!

 

 

Ann-Sophie Ovile, Writer, Short Stints

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How to build a strong team of employees

Employees are one of the most important assets you can have as an entrepreneur. Without the right team, it does not matter how great the vision is. Without the human resources, there is no proper execution of ideas. This is why it is so important to build a strong team of employees. The happier your employees are, the best results you will get.

Many employers are afraid to get close to their employees because they think it might affect the respect if things get too personal. It is important to build a relationship of mutual respect between you and your employees. However, it is important not to build walls so high around you that your employees feel like they can never reach you. How can you build a strong team while keeping your boundaries?

 

The power of team building

Make sure you hire the right candidates

Sometimes, hiring the wrong candidate can affect the team’s dynamic and affect your results. Taking the time during your recruiting process to truly identify your needs and the criteria for the right fit for the team, you will decrease your chances of making mistakes. Make sure your HR department has a clear profile description for each employee, identifying their strengths and weaknesses.

By posting a job on Shortstints, you increase your chances of finding the right candidate for your open position.

ALSO READ:

5 tips to make sure you hire the right person

Build a relationship of trust

Communication is key when it comes to building trust between you and your team. When your employees trust you and believe in your vision, they will be more willing to triple their efforts in order to reach the desired goals. Make sure you communicate your vision to your staff as soon as they start working. Be honest about your expectations, what you like and what you do not like. Be as transparent as you possibly can. Keep in mind that your employees will follow your values, personality and integrity, not you as a person. Also make sure that you set up a proper atmosphere for open communication between your employees. They should be able to feel at ease when it comes to sharing their ideas or concerns. Create a space where it is easy to speak up and communicate with respect.

Value your employees

Not only do your employees need to trust you, but you also need to trust them. This implies that you are willing to trust that they are able to do the work that needs to be done. While micro-managing is necessary sometimes, it is very important that you, as an employer, are able to step back and let the team do their job. This will show that you respect and value them, and this, has the power to make them more proactive. Take the time to listen to them as much as you need them to listen to you. You will be surprised by how many great ideas are just sitting there just because the employees do not think that their opinion will be valued. Be the kind of boss who “leaves their office door open”. This means that employees should feel at ease to come to you and share ideas.

Allow employees to sharpen their skills

Allowing your employees to sharpen their skills is also a great way of making them feel valued. Provide opportunities that will help them grow.

These opportunities for growth can include:

  • Paying for formal education
  • Internal or external training
  • Bringing in industry professionals for lunch

You can also share calendars of upcoming professional events that they can attend. Your company can offer transportation so employees can attend these events together. Always create opportunities to invest in your employees. The more they sharpen their skills, the more they will be able to pour into your company.

Reward your employees

Make sure you reward your employees for their excellence. Find ways to make your best employees feel set apart and recognized. You could set up systems like: Employee of the month recognitions, raises, promotions etc… It can be as simple as writing an email or a personal thank you note for their accomplishments. Employees just need to know you see their hard work. Create a team that strives for excellence in everything they do.

Get your team involved in general evaluations

Your team needs to be involved when it comes to evaluating results and changing strategies. Remember that, you might be the head of the pyramid, but your team is the foundation keeping you there. It is important to get them involved in meetings so you can discuss if the objectives are being met and what could be changed in order to increase the company’s performance. You might have great ideas but your employees are the ones really involved in the day to day activities of the job. This means that they are in a good position to identify what goes wrong and what could be better. Ask your employees what they think about certain things. When you do so, your employees will feel like they are really a part of the company and as a result, work better.

RELATED:4 TRAITS OF A GOOD TEAM BUILDER

 

Want to hire the right person for your team? Post a job today on ShortStints

 

Ann-Sophie Ovile, Writer, Short Stints

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The tricks employers should use to get their staff to be more engaged

As an employer, you know that your staff is one of your most important tools. No matter how big your objectives are, your company will not be able to reach them, without an active and motivated staff. Oftentimes, what employers struggle with is employee retention as they find it hard to keep their employees engaged. – Your team members typically will have a variety of unique styles that are significantly common and compliment each other. How can you use their talents effectively and make sure each members stays engaged?

Shortstints makes sure you hire the right staff  by allowing you to post jobs for FREE and by connecting you to the candidates that match your needs. We also provide useful tips on how to make sure you make the most out of your team and use their talents to their full potential;

Be a leader

One of the keys to having a great staff is to know how to be a good leader and team builder. A good team builder knows that he needs to be ahead of his team. This means, making sure that, before telling them what to do and how to do things, he has already set the example for them to look up to. He communicates his vision and listens to his team’s advice.

Set up a recognition system

A basic human need is to be valued, seen, and appreciated. When this longing goes unmet — when our basic value and goodness are not recognized and reflected back to us — we may find it difficult to value and affirm ourselves. This is no different for your staff. When employees feel appreciated for the work they do well, they are motivated to work even better. Look for ways to increase employee motivation by recognizing excellence in the workplace. Celebrate the successes with your team members when they complete a job well done.

Empower them

Give your staff more responsibilities as they grow in the company. Not only will this be a way to strengthen your staff but it will make them feel more involved and valuable. Make sure they understand that you are giving them more responsibilities because you are satisfied with the work they have delivered in the past and as much as possible, make sure an increase in salary matches these new responsibilities. When your employees see growth opportunities inside the company, they will automatically be more engaged and motivated.

Invest in them

Find ways to make knowledge more accessible to them through training opportunities. Investing in your staff will be beneficial for both you and your team. As your business grows, so will your need for qualified employees. Show your staff that you are willing to equip them with the tools they need to do the work.

Teach them how to use their emotional intelligence

Emotional Intelligence is defined as each staff member and leader having a set of competencies to develop and apply their “people skills” effectively. There are several emotional intelligence skills that affect all aspects of work, and they include: self-confidence, self-control, conscientiousness, adaptability, innovativeness, commitment, initiative, optimism, understanding others, conflict management skills, team capabilities, communication, and the ability to initiate or manage change. When employees know how to channel their energy into positive actions, it will create a better working environment and increase productivity.

Communicate

As a leader, talk to your staff and share with them how best to get the task or project done. In doing so, use optimism to motivate and inspire your staff and most importantly, ask your staff for suggestions on how they would get the task accomplished. A good team builder understands the importance of making sure each team member is headed in the right direction. In order to do so, he needs to communicate his vision. Oftentimes we expect people to take action and make the right move without communicating the vision and the plan. When the staff feels like they are headed in the right direction, it will give them a sense of purpose that will motivate them to keep pushing.

Face challenges together

When things do not go right, instead of blaming them, talk to them. A great way to keep your staff engaged is to make them feel like you are on the same team. This means, sharing the successes just like the defeats. When goals are not met, gather them in order to find solutions together.

 

In optimizing the full potential of you the leader and your staff, incorporating a number of the ways we have discussed to develop your staff for job satisfaction is essential. If there is no investment in the team, there will be no staff cooperation. Make sure you take advantage of this asset (your employees) to create a team that is able to work together towards the desired goals.

 

Ann-Sophie Ovile, Writer, Short Stints

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Why You Need to Stop Overlooking Employee Training

You hired a new employee. Great! How did the first day go? Have you prepared everything so they can smoothly transition onto your team?

Does your onboarding process include thorough employee training?

While new hires should meet most of the skills, education, and experience you were seeking when you filled the position, they will still need to learn the ropes and adjust to a new job role.

Here’s why you need to stop overlooking employee training.

Poor Training Leads to High Turnover

If you have a weak onboarding process, or you don’t even have one at all, your new hires will have a bad experience. Most of them will leave within the first 90 days.

Employee Training
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Then, you’re stuck spending more money to go through the hiring process all over again.

Invest in your team, and you will see higher rates of retention and employee loyalty.

You’re Setting Up Employees to Fail

You want your team to succeed, right? Then why overlook one of the most crucial aspects of your employees’ performance?

Without the proper training, they cannot perform their jobs – crucial positions and roles to your business.

When you neglect employee training, you set your employees up for failure. And it isn’t your staff’s fault.

Related: Here’s What You Need for Successful Onboarding – Part I

You’ll Increase Employee Productivity

If you don’t properly train employees, they’ll end up doing busy work, instead of the work that needs to get done. This is for all staff members – temps, interns, and full-time employees.

Every year companies lose $300 billion in productivity loss because employees are distracted at work, unhappy, or not efficient enough due to lack of proper training.

Employee Training
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Focus on increasing employee productivity, and you can do this by creating a training program that sets new hires up for success.

***

Why is employee training important to your company? What does it involve?

 

Find Temporary Staff now.

 

 

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Company Culture – What You Need to Consider Before Accepting a Job Offer

Company culture is one of the ways employees describe their work environment. A company’s culture is the company’s vision, values, norms, symbols, systems, language, assumptions, beliefs, and habits. Before saying yes, you need to look at a company’s culture. Here are some things you need to consider before you accept a job offer.

Compensation and benefits. What’s the salary? Do they offer insurance, dental, a 401K, and other benefits? Are they up to par with the company’s competitors? Don’t say yes without knowing your pay and benefits. Know the value of your skills and experience.

Company Culture
Employee Appreciation

Show employee appreciation. Do they show their employees they value their work and enjoy having them on their team? Are there bonuses, appraisals, or awards? A company without one of these elements may not value their employees.

Related: Job Interview Hacks – Top 5 Questions to Ask During Every Job Interview

Formal training. Does the company invest in formal training to ensure new employees and current employees are properly trained? Training ensures employees understand their job duties and functions. Companies must invest in their employees for a successful future.

Formal Company Training
Company Training

Company communication. Does the company communicate well? Can employees reach managers when they need? How do colleagues treat one another? Is there an open door policy? Poor communication can lead to stress, confusion, and a disappointing work experience.

Your values match. Do your values match those of the company? You’ll find some of this in the mission statement; however, how the company plays out that mission statement is crucial. Talk to different members of the team, and make connections on LinkedIn to get insight into the company. You can also address some of these questions during the job interview.

What else do you consider before accepting a job offer?

Search Temporary Jobs now.

 

 

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