How to Hire a Bad Egg - Brightwing

How to Hire a Bad Egg

05/02/2013

Every company has some process to hiring, which usually involves an interview, a reference or background check of some kind and then initial training. But what about the other key steps that you are missing? Here are some boxes that you may want to check before you extend an offer:

     

  • Always Be Recruiting – A surefire way to destruct your workplace culture is to reactively recruit. The market for great candidates is tight and you should always be working your pipeline, to make sure you always have the best people.

 

  • Slow down – Create a comprehensive list of the current needs of the role as well as the future needs of the organization. The long term potential of a candidate and the effect he or she can have on the organization is just as important as filling a current needs.

 

  • “I know a guy” – Did you ask your employees, neighbors, friends, family and vendors for referrals? These will be your best source for qualified candidates with the interpersonal skills you’re looking for. Good people know good people.

 

  • Do your research – Be sure to check your references even if your gut is telling you that the candidate is perfect. This is one of the best ways to really learn about a person and if what they say in the interview and on their resume really rings true.

 

  • You don’t test – So you need a c#, .Net, Silverlight expert with excellent public speaking and presentation skills in three languages. Wouldn’t it be a great idea to double check the candidate’s actual skill level before you waste time and money with a hire? Websites like proveit.com, can help you test technical skills on various levels.

 

  • Getting to know you – If you’ve ever read any of Brightwing’s other blogs then you already know we think hiring for culture and values is just as important as hiring for hard skills.  Someone who needs a lot of structure and team support will most likely fail in an entrepreneurial or start-up environment. Make sure candidates meet with their potential direct report and other key people on the team.

 
While there is no way of knowing exactly how someone will act in any given work culture, an ounce of preparation is worth a pound of cure. Do your research, know what you are looking for and never make rash decisions.



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