I can’t tell you how many times I hear from a client, “If I had only gone with my gut instinct I would never have hired this person, now I’m paying for it.” Ever have that situation or feeling?
If you have done any amount of hiring, you have probably gone “against your gut” at least once in your hiring career – I know I have and every time I pay for it. I pay for it in terms of time, mental anguish and of course dollars. Making a bad hire is bound to happen but if you can reduce this by even a small amount, you will be way ahead.
It reminds me of a story a hiring manager was telling me where he hired the candidate from you know where. From the first interview, everything seemed too good to be true – and it was. She talked to the candidate and his background was impeccable, more than perfect for the job and he was over-qualified for the position. But he came across with one simple issue that stood out – nothing seemed to bother him.
Now, if you’re at all like me, we all have those little things that drive us crazy and we generally aren’t too reserved in talking about them because they are little things, not the big ones. It makes us who we are and a bit more human. That wasn’t the case here. No matter how much she probed and looked for things that were annoying or an issue, he just kept saying that was “no problem” and he gets along with everyone and has great team skills.
Truth be told, after he came on board, no one liked working with him. He was sneaky, tried to create controversy among other people so he would be the shining star and it was destroying the team. This was hard to deal with because his individual work was fine – he was just destroying the team. Her gut from the beginning said, “This is too good to be true and he seems like the perfect employee, how can I not hire him?” As we all know, if it seems too good to be true, it is. Go with your gut and your percentages of successes will increase and your return on hiring will increase dramatically.