Intuition Archives | Underwood Executive | Executive Search & Talent Management

Have you been conned? 5 ways to avoid a bad hire!

By | Recruitment

How many times have you hired a dud? How many times have you kicked yourself for not following your gut and made a poor recruitment decision? Was it that they were 5 minutes late for their interview, did they have a sweaty handshake, were they reluctant to provide relevant referees or was it that unexplained gap in their CV when they were taking a ‘career break’?

After a recent conversation with an employer, they told me about a senior executive they had to let go after they failed to deliver the agreed outcomes and how their dictatorial leadership style nearly destroyed the organisation’s culture.  I was curious – how did you hire this candidate in the first place? Where did the recruitment process go wrong? It seems it was just one mistake after another.

Here are my 5 key tips to avoid making a decision you may regret:

1.     First impressions

There’s a lot to be said about first impressions.  Tell me, was the cover letter a generic template? Did they address your name and title correctly? Did you receive their application within 5 minutes of you posting the vacancy online? What about their LinkedIn profile? Don’t ignore first impressions – no matter how great their experience and skills appear on paper.  Sure, sometimes the right candidate might be late for your interview for a genuine reason and they may apply immediately on-line due to being in the right place at the right time. However and this is a big however, when things don’t start adding up or you have a ‘feeling’ – stop, take a look back and you may see a pattern of question marks or incidents that might make you reconsider the consistency and quality of the applicant.

2.     Interview attire

I’ve written previously is the business suit dead? In my experience, candidates who are making the effort and really going all out to impress – which often include wearing a suit, do tend to be the ones who make it to a shortlist. Recently, I was recruiting a Business Development Manager and every male applicant I interviewed wore a full matching suit and tie. In the past, when I have had candidates come to interview for executive roles in more informal attire and I have ignored this or given them a ‘pass’, it seems that they then slip up later in the process. Don’t ignore first impressions – they count.

3.     Gut feeling

You know that feeling in the pit of your stomach that is screaming something is not quite right here? Don’t ignore it. Don’t bury it, flush it out.  If you can’t identify exactly what it is, my advice is having another meeting in a more casual environment when someone is more likely to relax and be themselves. You can take someone else with you from the organisation for a second opinion or you may wish to ask them some scenario questions such as what would you do in the first 30 days if you win this job? Finally, you can conduct reference checking.  End of the day, if you can’t qualify what you feel in your gut, my advice is don’t hire because when something eventually doesn’t go to plan or pan out, you will kick yourself for not listening to your intuition.

4.     Referees

This is where a lot of recruitment processes fail.  You only have to look at serial applicants or non-performers who are continually re-hired – how did that happen? They weren’t reference checked at all or they were referenced with the wrong people.  Speaking to the right referee is a skill and then asking the right questions to get the answers you are after can be the difference between hiring a star vs. hiring a dud.  Are you accepting mobile phone numbers? Are you qualifying the person is who they say they are? Or are you just asking closed questions and fact checking? Don’t delegate this task as an administrative process as even the best con man, who can blitz an interview, can be “found out” at this stage.

5.     Theory vs. examples

Throughout the interview, make sure you are listening for real examples.  These are situations and examples the candidate has been in where they can easily describe the situation, what they did and what the outcome was.  If they are regurgitating theory or telling you what they would do vs what they have actually done – you should immediately visualise a neon warning sign flashing above their head.  When someone is out of their depth and hasn’t performed the tasks or been in the situations before, they won’t be able to be specific. If you can’t visualise the example – keep probing and get very specific.

Hiring a dud is an expensive, painful and emotional mistake. Getting the recruitment decision wrong can impact culture, destroy morale and consume your time, thoughts and energy.  The devils in the detail! Don’t short-cut processes just because you know someone who would be perfect or they have worked for some high profile brands, so they must be good. Rubbish. Running a thorough, consistent and vigorous process where you listen to facts, intuition and behaviours could save you a lot of time, heartache and pain.  Don’t ignore the warning signs…..there are red flags, there always are, you just need to know where to look.

Trust ‘ya’ gut! Do you overlook this recruitment tool?

By | Recruitment

You know that little “something” that niggles at you, the voice in your head or that “thing” you can’t quite put our finger on.  “It” often prevents us from making decisions or if we ignore it, we end up kicking ourselves that we didn’t listen to it when we make the wrong decision.

Gut instinct, a feeling, intuition, I can’t explain it, I can’t teach it and to be honest at interview I can’t assess whether you have it either. So it becomes very frustrating and hard to justify using your ‘gut’ in recruitment because it is subjective.  It isn’t based on fact or skill.  It’s that intangible intuition that you develop over time through interviewing hundreds and hundreds of people and observing human behaviour in what can be one of life’s most stressful situations – a job interview.

A few weeks ago I was interviewing a candidate who had a great CV, presented well face to face, answered all the behavioural based interview questions well and gave great reasons for wanting the job….but there was just something missing, something I couldn’t quite put my finger on. I kept asking more questions and yet my gut was saying something is not quite right here – but I had no facts to back it up.  This was quite unsettling because in recruitment I like a valid reason to say no I’m not going to refer this candidate to this job or to my client.  However, within 24 hours my gut proved right through this candidate not following up with promised referee names and numbers and a failure to follow simple instructions – my gut was right.

To use this “recruitment tool” to its full potential, here’s what I’ve learnt:

  • Acknowledge the feeling – something isn’t quite right here, I’m not 100% sure what it is, but I recognise I’m not completely sold or comfortable
  • Ask questions – to validate the concern or to prove yourself wrong, you need to ask great questions to find the facts
  • Time – if you can’t find the answer immediately or evidence to make you go one way or the other, sit on the decision for at least 24 hours (something always tends to come up after the event)
  • Seek advice – can you gain a referral or speak to someone who has dealt with this person, product or service to give you some feedback on perhaps what did or didn’t work for them? This process, might clarify that gut instinct for you.
  • Previous experience – if you have made similar decisions in the past and been right, then it is reasonable to use this gut instinct again and realise that you have made a similar decision correctly in the past. For example, I have chosen not to hire experienced Consultants working for competitors due to my gut feeling that they won’t fit into the Entrée Recruitment culture.  This is very difficult to listen to when everything on paper is telling me they would be a good hire. Previous experience tells me it won’t work so I don’t ignore this urge to hire just on skills and experience (see previous blog Who’s hot and who’s not….what the perfect resume won’t tell you).

This isn’t only in recruitment – it occurs in all parts of life’s decision making.  I know for myself, I haven’t listened to this intuition on several occasions around picking service providers for our new house.  The disaster with our blinds could have been prevented if I had listened to my gut and the warning signs of cancelled appointment times, not returning phone calls and then the commented “yeh we’ve never sold these types of blinds before….”! I think sometimes we just get in situations where we hope that things will work out even when we can feel those little butterflies in the stomach trying to tell us something.

At the end of the day we all make incorrect decisions and we learn from these mistakes. The hard part is when we ignore our gut feelings and continue to make the wrong decisions.

Trust your gut – it is rarely wrong! In the recruitment world we have hundreds of tools at our disposable to help make the correct hiring decisions – screening measurements, tests, interviews, reference checks, coffee meetings and psychological assessments and yes they have their place in the recruitment process. But when was the last time you used this very powerful recruitment tool of gut instinct? Did it work? Would you use it again?