5 ReasonsWhy Employers Don’t Hire The RightPerson For The Job

Dec 13, 2022

Hiring the right people is essential for any business. Especially if you’re a small company with relatively few employees and a desire to grow. But recruitment is a tricky process, and sometimes it’s easy to hire the wrong person for the job without knowing it. Bringing in the wrong people costs businesses time, money and energy, and can leave other employees feeling negative about your business. But how do you keep ending up with the wrong person for the job? We have a few reasons for you.

You Ignore The Whole Package

People are complicated, multi-faceted things, and when you’re looking to hire someone new, you need to remember that you’re hiring all of them. The skilled marketing manager who gets incredible results while berating their support staff isn’t going to magically turn into a people person just because you hired them, and a serial night owl isn’t going to become a routine 9-5 worker overnight. For some people, the way they work is what matters most, rather than the job itself, so it’s important that you look at the entire package that is each candidate before you make a hiring decision. You might be able to narrow some of this down during the recruitment process, but it’s down to you as a manager to make sure you understand the whole person you’re hiring and not just a long list of skills they have.

You Hire For Skill, Not Attitude

Attitude counts for a lot in today’s world. The most skilled people in the world might have the knowledge, but without the right attitude behind it, they won’t achieve anything. The same thing goes for employees. You can transfer skills and knowledge, but you can’t transfer energy, enthusiasm, work ethic and interpersonal skills – things that are much more valuable to an employer. According to studies, only 11% of new hires who fail in the first 18 months do so because they lacked skill. Most failed because they didn’t have the motivation, willingness to learn or temperament to succeed in the business. So, while you do need to look for skills in your recruitment process, you also need to remember that attitude is just as important in the candidate you chose.

You Sell Your Business Too Hard

As a growing business, you need employees who want to work for you. But a lot of businesses still try hard to sell a candidate on their company at every stage. A good candidate will have already done their homework and know whether they want to work for you or not before they set foot in the interview room. So, trying to hard sell them will end up putting off good candidates, and convincing the bad ones to work for you instead. It also skews the employer/employee relationship from the very beginning, creating employees who are so grateful for the opportunity to work for you that they feel overwhelmed and underperform. Instead, make sure you are factual throughout the recruitment process – describe the company, the role and answer any questions fairly and truthfully, and let your own enthusiasm shine through.

Ignore Gut Feel

Human beings come with a certain level of intuition – a gut feeling that tells us when something’s wrong. It used to be helpful for keeping our ancestors from being eaten by sabre-tooth cats, but nowadays it’s more useful for steering us away from bad decisions. During the process of recruitment and interview, we can form a first impression and a gut feel for people Business owners we’ve spoken to have consistently said that they had this negative gut feeling about an employee at an interview, and if they’ve gone on to hire them it hasn’t gone well. But of course, there’s no guarantee, so instead, you should investigate. Ask probing questions or do exercises, like taking them on a tour around your facility, to get a better gauge of the kind of person they are. A little digging will often show you if your gut feeling was unfounded or not.

You Take The Wrong Kind Of Chance

Every now and then, you might need to take a chance on a new hire. That in itself is no bad thing. But there are two kinds of chances you can take on a potential employee. There are the good chances: taking a shot on a candidate you feel has more potential than their previous employer let show, on someone who doesn’t have as many of the skills but all of the right attitude, or a candidate you feel brings an enthusiasm, drive and spirit that your team desperately needs. Then there are the bad chances to take: the candidate who has a history of attendance problems, the candidate who left their last three jobs within weeks because ‘the boss was a jerk’, the one who has no experience in your industry, or the one who only wants to talk about how quickly and often they can be promoted.

Of course, working with a good recruitment company can help you avoid a lot of these pitfalls. At Wildcat Careers, we work with businesses who want to be confident that they’re making the right hiring decisions every time, instead of running with a high employee turnover and bad hiring decisions. That’s why we do a lot of interviewing, screening and research first, on both you and the candidates we put forward. Our understanding of your business and detailed knowledge of our candidates means that we can match you with a digital marketing candidate who ticks all of the boxes for hard and soft skills, and will be a good fit into your company culture too. So if you could use some support, just get in touch with the team today.

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