Assessing Motivation

Unusual Interview Practices For Checking Culture Fit

August 14, 2019 Comments Off on 5 Types of Employees You Should Watch Out For! Views: 107 Work Culture

5 Types of Employees You Should Watch Out For!

If you are reading this, you have probably experienced a hire who left without any prior notice after serving three months in your company or you are tired of the excuses your recent hire makes. And, you don’t want to make the mistake of hiring such employees again!

In a candidate-driven market like that of today, where talent shortage is a reality, 73% of candidates are passive job seekers and top talent is available for mere 10 days before they are hired, building an efficient and lasting team can be a challenge.

A common occurrence, almost all businesses have encountered a bad hire. According to a research commissioned by Glassdoor, a stunning 95% of employers admitted to making hiring mistakes. If this was your first time with a bad hire, then here is a list of five types of employees that you should watch out for!

  1. The Exaggerator

These are hires who lack the skills they said they have when being recruited. For instance, they may say they are a great team player, but when working with a team, they get into arguments and cause conflicts. They typically ace the interview and convince you that they are the best fit for the job by exaggerating about their experience. Such employees can cause considerable harm to performance and also work relationships.

While a face to face interview helps you gauge the potential of an individual, include a work assessment test to filter out such candidates.

  1. The One With ‘Wrong’ Motives

Everyone has a reason or an objective to apply for a particular job. And, within them there are candidates who want to work with you for all the wrong reasons. Wrong because their goals might not align with what you seek in a potential employee. For instance, those who are looking to make a lot of money or to add to the credentials on their resume. While this may not have a negative impact on your company, they may not go beyond their role to add value to the business. To make valuable contributions, one needs to be intrinsically motivated. Asking candidate their priorities and evaluating their past record can help assess the amount of value they will bring to your organisation.

  1. The Helpless One

There is an expected learning curve that comes with new hires. Every organisation offers a certain amount of training to the candidate to eventually handle tasks on their own. But, a helpless hire is one who is unable to perform tasks irrespective of the number of times they have been taught, repeats mistakes, or needs assistance with the simplest of jobs. Such hires are more of a liability than an asset. Ask questions related to ‘self-learning’ skills during the interview to prevent such hires.

  1. The Ghost

Often organisations come across candidates who surpass their expectations in the interview and even ace the work assessment tests. They get hired and trained and deliver exemplary performance. And, one fine day they vanish without prior notice. In some cases, they show early signs of being a bad hire by coming in late, making excuses, and leaving early almost every day. While there may be genuine reasons, you don’t want unpunctuality to become a habit. Converse more about their past experience during the interview to get clarity on how they value work ethics, so that you do not waste your effort and money by hiring them.

  1. The Wrong Cultural Fit

Gone are the days when qualifications and experience were enough to recruit someone for a vacant role. With open offices and collaborative work spaces emerging, organisations look for talent that not only fit in the vacant role but also attributes that match their culture. Candidates or hires who endlessly complain, compare, and scoff at the warm office vibe, could be a poor cultural fit for high performing, collaborative organisations.

Often, we tend to define a company’s success through the quality of clients and the numbers that show up at the end of each year. What we forget are the people behind these partnerships and profits. At the end, it all boils down to the hiring manager or employer’s instincts. If someone rings an alarm bell, let them go! Lastly, hire for attitude and potential over experience, because experience can be gained but good attitude is hard to find!

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