Hire fast, fire faster
Leaders need to ask questions during an interview or conversation to find it. There are many such questions out there, but here are a couple of them:
“Have you ever been part of a project that failed but it wasn’t your fault?”
“Tell me about your least favorite and then favorite supervisor.”
“Why were they your favorite or least favorite?”
There is no one answer that will tell the hiring manager that the applicant is a victim, but the feeling and energy they give while answering the questions usually will tell the interviewer. Side note: a person with ‘victim disease’ gets passed over when they don’t get a job or promotion they wanted, but a person without victim disease understands that at that time a different person was chosen because the hiring manager felt the other person was a better fit and they are working toward becoming the right fit as well and can tell you what specifically they are working on.
Action item: Prior to interviewing, know the attributes and skills you are looking to hire and more importantly what attributes you are looking to avoid.
Fire faster: The only thing worse than a bad hire is keeping one
As stated, all leaders make bad hiring decisions. The key to not letting it destroy the success in your team is not always in the hiring, but in the firing. This does not mean to throw new hires to the wolves and see if they can survive, rather to give new hires the tools necessary to succeed and hold them accountable to the right attitude and activities. Many companies have probationary periods where the applicant can be terminated without all of red HR tape. Regardless if there is a probationary period or not, it is the leader’s job to work within the rules and laws to make sure all bad hires don’t become long-term bad employees.
What is fast? That is up to the leader and organization to decide, but some would say that 30 days is pretty fast. Once a leader indentifies that a new employee is not doing the right activities or does not have the right attitude, they need to address it with the employee immediately. Be sure to ask the employee their perspective and give clear expectations as to what it will take in the near future to remain in the organization. Remember a bad hire does not mean they are bad people, sometimes it just means they are not a right fit for the position or organization. Doing the right thing is rarely easy but always right, for all parties.