5 Ways to Tell You’ve Made a Bad Hire

bad hire

Hiring the right person is vital to ensure the business experiences growth and success in the future. Large or small, employees are one of the most important factors in any company. Within the Health and Social Care sector it is crucial to employ someone with the right values your company is wanting to perceive themselves as having. This can often be overlooked by a hiring manager when it comes to the challenges they face during the recruitment process itself – finding the right person isn’t always as easy as picking low hanging fruit.

Finding quality and effective employees can take a lot of time, effort and money in order to reach the result you require. Though the time and energy spent recruiting the right person will pay off in the long run.

Compared to those who succeed in finding the right person, many more companies within the sector fail and end up with a staff team that is not benefitting the company as a whole let alone the individual themselves.

How can I tell if I made a bad hire?

Here are a few things you can look out for:

1. How has your starter blended in so far, or are they struggling to?

The people in your organisation reflect on your company’s brand. It is important to have a good brand supported by the right people as this is the main factor that will drive your customers decisions, new or existing.

What is as equally important is the companies culture which defines the environment in which the employees work in. If a new employee fits in with the existing culture of the company, they are more likely to be proactive and enjoy their work. On the other hand, if they aren’t seeming to fit in well with this, the starter is more likely to be less happy and less efficient. This can reflect badly on their performance and unfortunately make them less valuable to your organisation.

Noticing the signs that your new hire is not blending in is possibly one of the most obvious signs that you have made a bad hire. They can not only affect the productivity of the business but that of those around them too whether this be intentional or not.

2. Are they constantly complaining?

Ensuring your new employee is engaged will not only help them become happier and healthier within their role, but also increase their job productivity and influences greatly on their job performance. However, when the employee is not engaged in what they are doing it can have the complete opposite effect.

Your new employee will not be doing your business any favours if they are not engaged and perhaps because of this, constantly complaining.

Is it that they are pushing off responsibilities that perhaps they aren’t that fond of doing, or are they just talking negatively about the company to other co-workers? If they are making any excuse to not do what they should be doing, it is very likely their engagement is very low and this person was a bad hire.

3. What are they really working for?

What is it that really leads to your company’s success? Is your new employee working towards your organisations success? Think about it in a way of, is your employee going above and beyond for the future success of the organisation? If the answer is yes, you have made a good hire. Yes, they know what the key responsibilities of their job are and have no trouble following these, but they are also going the extra mile to really standout as a good employee.

Alternatively, a bad hire is showing the signs of only doing the bare minimum to get by in their role. Maybe you ask them to do something outside of their job description and they say, “it’s not my job”. This bad hire is not only showing signs of a bad attitude, but they are also affecting your company and those around them who are trying to be productive for the company’s achievements.

4. Are they stuck in the past?

Is your new hire stuck in their ways of their old job? You may have hired this person because of their great experience within the sector or maybe a similar role. Great, they can share their knowledge to other workers – although there are some downsides.

If your new employee is constantly comparing your organisation with their last, the line “in my old job” is used all to often, this is a sign you should look out for if you think you’ve made a bad hire. It can make it impossible for this person to fit into your organisation properly if they are so stuck in the past.

There are worries of this leading to conflicts within your organisation.

5. What are they like for time keeping?

Usually you find that your new employees in their first few weeks are overly energetic and are out to impress you. Are you finding this about your new employee? Are they starting late? Leaving early? Maybe taking extra long breaks? This could be a real sign that they just really aren’t into the job and it becomes apparent you have made a bad hire.

It could be they are using this job as a gap in a stepping stone while they are looking for their next permanent move.

Don’t leave it too late to spot the signs of making a bad hire, this could cost your company more than going through the recruitment process again to find the right person!

Here at turro we use a combination of assessments during the application process to help you build up a clearer picture of the person in the hiring process to ensure that they are right for your organisation before it’s too late. To do this we will carry out psychometric assessments, job fit scores, in depth verbal referencing and a series of background checks including historic CQC and DBS checks.

We hope you found this blog useful. If you would like any further advice or support in finding the right person for a management role in your social care service, then we would be happy to consult with you.

We have 3 great recruitment packages to choose from which detail just how much work we put into finding you the right senior team members who fit your organisation and deliver results.

Give turro a call on 03305 552211 or email turro at people@turro.co.uk if you would like to know more about how we can help you find your new starter.


turro look beyond the CV; turro finds out the values that drive each candidate to work in this very demanding yet rewarding sector.