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I made the mistake and hired someone I shouldn't have. He really stood out during the interviewing process - very sharp, confident and we seemed to click. However, since he started working three weeks ago, he has presented himself as an overly confident young professional who feels like he is entitled to do what he wants and doesn't have to do what is required for the job.
Today, he finally said he didn't think the job is a good fit - I agree - and that he will look for another job. I told him that he needs to provide his notice so that I can move forward with another hire.
So here's my question - how can you know for sure if someone will be a good fit for a job? The job description clearly identified the key responsibilities for the position, yet this guy has told me that he does not want to do task A and B.
Also, this person really did a great job during the interview, yet has been a complete disaster since starting the job. I really don't want to go through this again. Any advice from other C-Ders out there who have rebounded after a bad hire will be greatly appreciated. What should I look for or do the next go-around?
I made the mistake and hired someone I shouldn't have. He really stood out during the interviewing process - very sharp, confident and we seemed to click. However, since he started working three weeks ago, he has presented himself as an overly confident young professional who feels like he is entitled to do what he wants and doesn't have to do what is required for the job.
Today, he finally said he didn't think the job is a good fit - I agree - and that he will look for another job. I told him that he needs to provide his notice so that I can move forward with another hire.
So here's my question - how can you know for sure if someone will be a good fit for a job? The job description clearly identified the key responsibilities for the position, yet this guy has told me that he does not want to do task A and B.
Also, this person really did a great job during the interview, yet has been a complete disaster since starting the job. I really don't want to go through this again. Any advice from other C-Ders out there who have rebounded after a bad hire will be greatly appreciated. What should I look for or do the next go-around?
You're going to laugh if I tell you how I hire people. But I was a manager and hired many, many people and it worked well for me. I got a top crew of workers and reduced turn-over by 30 percent.
There are people who are born during certain times of the year that I simply will not hire. Regardless of what their qualifications are. Ok, call me crazy, but it works. It works well. Very well.
If you want a great worker hire someone that was born at the end of August or beginning of September. The next best choice is end of April or beginning of May. There are many "middle of the road" birthdays, but I always avoided end of January, first part of February and end of December first part of January like the plague.
Depending on the type of work they do, some birthdays are better than others. If you need someone who is an extrovert or someone who is a leader there are better days than others.
If you want a great worker hire someone that was born at the end of August or beginning of September. The next best choice is end of April or beginning of May. There are many "middle of the road" birthdays, but I always avoided end of January, first part of February and end of December first part of January like the plague.
Depending on the type of work they do, some birthdays are better than others. If you need someone who is an extrovert or someone who is a leader there are better days than others.
You know what, this is the kind of hiring manager that every organization needs. Qualifications don't matter, experience doesn't matter. It all boils down to what day the candidate was born on. That's a very logical and sensible way to hire people.
How is your company doing btw?
Quote:
Originally Posted by fishbrains
Reference checks. Anybody can lie their way through a 45 minute interview, and many terrible workers are technically competent.
A good solid reference check can help reduce the chances of hiring a flake.
Unless the person you call is a nasty, bullying type who gets off on hurting people. What if you were a star employee but the reference just hates you because she's a miserable hag and you aren't?
I made the mistake and hired someone I shouldn't have. He really stood out during the interviewing process - very sharp, confident and we seemed to click. However, since he started working three weeks ago, he has presented himself as an overly confident young professional who feels like he is entitled to do what he wants and doesn't have to do what is required for the job.
Today, he finally said he didn't think the job is a good fit - I agree - and that he will look for another job. I told him that he needs to provide his notice so that I can move forward with another hire.
So here's my question - how can you know for sure if someone will be a good fit for a job? The job description clearly identified the key responsibilities for the position, yet this guy has told me that he does not want to do task A and B.
Also, this person really did a great job during the interview, yet has been a complete disaster since starting the job. I really don't want to go through this again. Any advice from other C-Ders out there who have rebounded after a bad hire will be greatly appreciated. What should I look for or do the next go-around?
You need to focus on the qualifications of the job and toss that HR textbook in the garbage that tells you how to psychoanalyze people at an interviews and hire the person who is "confident" and gives the best BS spiel to interview nonsense questions. Ask questions relevant to the job give scenarios likely to occur.
I see this over and over in my field. People base their hiring on interview psychobabble and HR crap and hire the best BSer and pass over the most qualified because they are nerdy/introverted and HR says introverts are poor team players. The hire then turns into a disaster. The best STEM workers are nerdy, introverts because to succeed in this field you have to not go for the animal house experience in college and study hard and stay focused.
In the end though there is no way to really predict human behavior and ability. At least if you focus on the qualifications you can get an idea if they are minimally competent. Leave the behavioral profiling the the Criminal Minds team (in real life they screw that up a lot too despite having extensive education and training).
You're going to laugh if I tell you how I hire people.
You're right about that But how did you get the date of birth for people before extending an offer? I've never been asked for it by a prospective employer.
To OP, you can only learn from your mistakes. For the next round of interviews make sure the key responsibilities are very clearly outlined and ask more questions regarding their willingness to carry them out. That may help highlight any potential problem people.
It's in the candidate's interests to not get into a bad hire situation either - nobody likes interviewing and having to start looking for a job all over again.
You know what, this is the kind of hiring manager that every organization needs. Qualifications don't matter, experience doesn't matter. It all boils down to what day the candidate was born on. That's a very logical and sensible way to hire people.
How is your company doing btw?
She wrote she has had very good success. The only thing I can think of is coincidence and/or multiple candidates born at the same time but the tie breaker really was the conventional attributes (skills, experience, rapport, education, references, communication skills, etc)
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But how did you get the date of birth for people before extending an offer? I've never been asked for it by a prospective employer.
