Paper is one thing, but if the job candidate walks in and fails miserably at the interview, no harm, no foul; you can move onto the next applicant. But what if the job candidate does well on paper, passes the interviews, goes to work, and bombs miserably? The cost of one bad hire, according to the U.S. Department of Labor, is 30% of their annual salary. Even worse, perhaps, is the damage to morale that comes with having the wrong person in the office.

How can employers spot the subtle signs an employee will ultimately be a bad hire? What can they do to make sure their next employee is really the best fit?

Watch Out For These Signs

It’s not just about answering the questions properly during the interview process. Beware of the candidates that don’t know when to stop talking about themselves. While we know we want the candidate to discuss their skills and experiences, if they’re talking exclusively about me, me, me, then there might be a problem.

For example, if you ask a behavioral question about a problem the candidate solved, and they don’t talk about collaborating with a team, the candidate may be overly self-serving and not a team player. It that’s the case they may be a miserable addition to an office team. These self-centered candidates may be the ones that just don’t play well with others. That will disrupt the office and make it miserable for everyone else involved.

Along the same lines, if the candidate takes credit for every positive thing that happened at their last job, not only is this likely inaccurate, it certainly is self-centered. Even a solo entrepreneur gets a little help from a friend sometimes, so watch for the candidate that fails to give credit where credit is probably due.

Also, avoid the candidate that doesn’t have a project their working on. Find job applicants that are actively trying to better themselves.

Or, occasionally you will run across a candidate or applicant that is simply too unprofessional to hire. We’ve seen candidates swear during first interviews, show up late (and have an excuse, of course), and even fail to complete the job application or follow-through after the interview is over. We’ve all met people who over-share; do not hire these individuals if you’re at all worried they will disrupt the office with their stories.

Interviews are stressful and we know sometimes that can bring out the worst in people. While we try to understand, in fact, sometimes work can also be stressful. If that happens, will the candidate also behave inappropriately on the job?

Let’s face it; if a candidate appears too good to be true, it’s highly likely they are. While the interview is designed to have everyone put their best self forward, if the candidate can’t share their flaws or mistakes they’ve made in the past, comes across as abrasive or overbearing, or fails to listen more than they talk, the chances are high that they will struggle on the job.

Start the conversation with a recruiter today at IES Custom Staffing.

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