Can your business afford to hire a slacker, job hopper or toxic employee?
No way! The U.S. Department of Labor estimates it can cost, on average, 30 percent of a new hire’s annual salary to replace them. Those costs increase the higher up in the organization the turnover occurs.
Turkeys belong on your Thanksgiving table – not your team.
So, how can you keep from hiring them? While slackers, job hoppers and toxic employees don’t have feathers or wattles, they frequently say and do things that signal there’s trouble ahead. With a trained eye, you can spot red flags during the job interview, and prevent bad hires that could cost your business thousands of dollars.
Telltale signs that your candidate won’t be a superstar:
Lack of professionalism. While a gainfully employed candidate may only be accessible outside business hours, be wary of people who:
- Don’t promptly return your calls or emails.
- Are not polite to your staff.
- Show up late or unprepared for their interview.
Candidates who are unprofessional or inconsiderate during the hiring process are likely to behave the same way once hired. Here are a few other undesirable personality attributes to watch out for when interviewing.
Disparaging former employers. When your candidate speaks about their work experience, take note of how tactful and respectful they are. Even if an individual didn’t get along with their boss, they should still show discretion when referencing them – and never blame others for their own failings.
The wrong kind of job-hopping. In today’s job market, job hopping can indicate that your candidate is a rising star or just plain fickle. How can you tell the difference? If positions show growth in job responsibility and a logical career progression, your candidate may simply be upwardly mobile. However, if your interviewee can’t provide a reasonable explanation as to why they changed jobs so often, or becomes evasive when you question them about their career path, consider yourself warned.
Little understanding of the role or your company. Any candidate who wants to be taken seriously and stand out will do their homework. On the other hand, if it’s obvious the interviewee hasn’t researched your products/services or prepared relevant questions to ask you, chances are they won’t put extra effort into their work, either (and who wants to hire someone like that?).
Asking all the wrong questions. What’s the salary? How soon can I take a vacation? Will I have my own office? Yikes. Intelligent, respectful job seekers understand interview “rules of engagement.” If your candidate’s queries make you cringe or question their motivations, trust your gut.
No career plan. When asked, can your interviewee outline their goals for the next three to five years, or do they look like a deer in the headlights? If a candidate can’t describe their dream career or the steps they’d need to take to get there, it may mean they don’t plan ahead (which doesn’t bode well for growth or job tenure).
Interviewing too many turkeys?
Hire smarter with PrideStaff. Our On Target fulfillment process eliminates the guesswork, chance and inconsistency in staffing – and ensures you receive better quality candidates, each and every time. Contact your local PrideStaff office to learn more.