Hiring a Good Employee versus Hiring the Right Employee… There is a Difference

Perhaps you’ve experienced it as an employer trying to make the right hiring decision, only to result in a relatively quick exit, non-match, or worse yet, a revolving door of hiring misfires and mismatches. You thought for sure you did everything right by crossing all your T’s and dotting your I’s while lining up the ideal hire for the job and for your team.

So why didn’t it work out? You were so psyched and proud of yourself for what you thought was a thorough job-filling effort. You had big visions of teamwork and efficiency dancing through your head, only to find yourself humbled and back at square one with the position to fill all over again. What an emotional roller-coaster.

Each new employee is like a new relationship – almost like a new boyfriend or girlfriend – where hope springs eternal, and all parties involved dive in with only the best expectations. Rarely does a cautionary thought of the worst-case scenario enter into anybody’s mind.

How do hiring disasters happen, and why did it impact you when you were so careful? To be honest, it happens much more often than one imagines it would. So how do you figure out why things went wrong and how do you avoid costly and time-consuming failures that leave you feeling foolish? How can you avoid repeating your mistakes?

The first step is to recognize that hiring failures are going to happen from time to time. In most cases, both parties move forward with the best of intentions, sometimes with great expectations, that go haywire with unrealistic or overstated goals. We all want to find that perfect hire, and that’s a pretty lofty goal to try to achieve. Reaching too high can actually be a trap for setting yourself up to miss the mark.

Skewed expectations are dangerous that way, especially where there is a relationship involved. But even great relationships can fall apart and fail; sometimes sooner than we expect, despite what we all anticipate as being a blissful match. This happens in personal relationships, hiring, and when taking on new job assignments. There are no guarantees in life.

Knowing that relationships can fail, the next step is to leave a little room for the imperfections of humanity. People when they first meet, including employers and job prospects, sometimes project something they’re not, out of enthusiasm, self-over-estimation, wishful thinking, or simply competing for a job or against another candidate. The prospect wants the job, especially when they’re unemployed. Who hasn’t stepped forward at some point to imply they’re capable of handling something where maybe they lack proper experience? We all learn along the way and start picking up experience as we go. Many times we’re simply not ready, but we’re willing to take a risk and apply anyway..

Humans court and entice. It’s part of our DNA. And in doing so, reality and pragmatics take a back-seat to the fog of enthusiasm. As a job seeker, we all love to put our best foot forward , especially when competing against others for a job. As employers, we want to be wise and smart enough to make the ideal hire. But sometimes the candidates are not all as advertised, either intentionally, or inadvertently.

After accepting that reality, and not putting too much pressure on yourself, feeling awful, or beating yourself up when one of these inevitable mismatches pops up (they happen), the trick is to learn and still find ways to reduce the probability of such misfires going forward. An occasional miscue here and there is to be expected, and everybody experiences them. If failures become too frequent, or too severe of a mismatch is hired, that’s when the warning bells need to start sounding.

There are a number of measures to limit employment mismatches, the first being to recognize that the great candidate, while being great and spectacular, doesn’t automatically mean it’s the right fit as a hire.

Often times the seemingly perfect candidate might actually be overqualified for the position they’re applying for. The applicant might be simply using the position as a temporary stepping stone to a better position elsewhere while they keep their eyes open for bigger and better opportunities. They play the part for a while and put on a good act, convincing you that they will excel in the new position, but ultimately they put you back at square one when they move on. You have to take into account that not all job applicants actually want to fill that opening on a long-term basis.

Naturally, employers covet the best, most talented candidates that they can find for the salary they’re offering. Unfortunately, we live in a world, and under job market conditions, where the most qualified does not always mean the best fit.

Besides protecting against the enthusiastic misrepresentation of a job candidate’s qualifications, employers also need to be careful not to fall in love with a candidate’s credentials and miss the warning signs that they may be pursuing a prospect that is actually over-qualified and will leave the job the second they find what they’re really looking for.

Instead of pursuing the most qualified candidate, try to find the candidate that is the best long-term fit for the position. While you might need to invest a little more time in initial training, you can avoid the trap of an employee using the job as a springboard to the job they’re actually targeting. Look carefully at the warning signs and avoid rushing to hire someone who looks a little too good to be true.

A great way to impress your new hires is by using a Davinci Meeting Room to meet and determine if they are a good fit for your company. Remember to ask questions about their short-term and long-term goals to see if they are really in it for the long haul. If you are looking for someone to help with administrative tasks, a great alternative is Davinci Live Receptionists. Davinci takes care of the hiring for you. All you have to worry about is the increased time you have to spend on what you do best while Davinci filters out your calls and performs your scheduling and online administrative tasks.


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