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  • Publish Date: Posted 6 months ago
  • Author: Steve Twinley

​Every bad hire starts with a good interview...

 

In our line of work, we often hear hiring managers speaking about 'bad hires' and the detrimental effect they can have on a team.

 

It is worth remembering that every new hire will have done well in interview, or at least well enough to get the job. So at what point do they become a ‘bad hire’...?

 

No business wants to hire someone who seems great on paper and can bring in some useful experience, but within a few weeks has alienated people on the team, been difficult to manage, seemed distracted and uninterested, or underperformed. And no-one wants to lose someone just a few months in, having invested time and resources into their training (and paid a recruitment fee).

 

We consult with a range of hiring managers, HR and TA teams in Cell and Gene Therapy, Biotech, Pharmaceutical and Rare Disease businesses, and in every one of these companies the costs of making a “bad hire” would be significant. It is so important to recruit the right people for your organisation., not just because of their technical experience or how they dazzle you in interview, but because you are convinced that they will be the right addition to your growing team.

 

If you are a hiring manager who has had a few “bad hires”, perhaps your interview process could be improved? There isn’t one single correct way to go about recruiting, but it is a good idea to ask yourself these questions:

 

- How many interview stages do you have?

 

- Where in the interview process do you assess team fit, separate to technical competency?

 

- Do you use a personality assessment? When and how?

 

- Are you working with a recruiter who provides clear, honest feedback to all parties throughout the recruitment process?

 

- If you spot a 'red flag' in someone's CV or something they say, how do you address it? If you think it is going to cause an issue later on, it probably will!

 

There isn't one single recruitment process that is best for everyone, as it needs to suit you and your organisation. However...if you are experiencing 'bad hires' then you owe it it to yourself to review your interviewing process.

 

What are some of the ways you have been able to improve your interviewing? We'd love to discuss them with you.