Have You Been Conned? 5 Ways to Avoid a Bad Hire
Hiring the wrong person is one of the most frustrating and costly mistakes a leader can make. So how do you avoid being duped by a dazzling interview only to discover a dud on the job? It often comes down to the early warning signs - if you know where to look.
Here are 5 ways to avoid a bad hire:
1. First Impressions Matter
Did their application feel rushed? Was the cover letter tailored? Was the LinkedIn profile up to date? Were there typos in their resume your overlooked? Don’t ignore your initial gut reaction - whether it’s a poorly written email, last-minute application, or vague resume. If something feels off, take a step back and investigate further.
2. Presentation Still Counts
While corporate dress codes have evolved, showing up well-groomed and professionally dressed still says a lot about a candidate’s intent and respect for the process. When someone shows up too casual for a leadership role, take note - it may reflect how they’ll approach the job.
3. Trust Your Gut
If your instinct is telling you something’s not quite right, listen to it. Follow up with a second, informal meeting or invite another leader to give a second opinion. Good interviews don’t always mean good hires - especially if your gut is flagging something.
4. Verify with Referees (Properly)
Don’t skip or delegate reference checks. Always speak directly to former managers (not peers or friends) and ask open-ended questions about leadership, performance and real results. Confirm their identity - don’t accept vague referee details or mobile numbers without verification.
5. Look for Real Examples
In interviews, strong candidates use specific examples to back up their claims. If someone talks in theory or gives generic responses, dig deeper. Ask for detailed examples using the STAR format (Situation, Task, Action, Result) to confirm their experience.
Hiring mistakes hurt. They impact your culture, credibility and productivity. The best defence is a consistent, thorough and insight-driven recruitment process. Listen to the facts, observe the behaviours and don’t ignore those red flags.