We’ve said it before and we’ll say it again, bad hires are a cancer to any company and need to be avoided at all costs.
One of the biggest tips we can offer to avoid bad hires is to use personality tests. Personality tests give you additional information about the candidate that you’re likely to miss in the interview.
But once you know your applicant’s personality, where do you go from there? How do you know which candidates you should hire and which you should reject?
Well, I was reading other blogs while watching the movie ÔHappy Gilmore’ when it dawned on me. What better way to exemplify a good hire and a bad hire than watching it first hand in a golf movie, am I right?
Now, if you haven’t seen the movie, you should. It’s a quality flick if you’re looking for a good laugh (NSFW though: Language). Adam Sandler plays a hockey player who realizes he has incredible golf skills.
Here are 4 applicant traits you should know about:
(Click the title to see each scene)
Confidence is essential. Overconfidence isn’t. In fact, overconfidence is the cause of many workplace issues. Applicants who walk around bragging about their successes not only impact your workplace culture, but it affects your productivity as a whole.
Overconfident employees may be extremely talented at what they do, but their people skills make them almost unbearable to work with. Taking your chances with one applicant could mean losing the productivity of your entire firm.
Applicants will do anything to get hired, even if that means lying to get the job. While they may appear to have all the right qualities for the job, they could just be giving you a load of hot air. Don’t make the mistake of believing everything you hear. Just because the applicant says they had the highest GPA in high school doesn’t mean it’s true. Running background checks can help reduce the amount of bad hires you make over time.
We’ve all had times where the stress of work is just too much to handle. Most of us just put our nose to the grindstone and finished out the day. However, some applicants don’t work well under pressure. When the going gets tough, you don’t want these people on your team. You’re going to want the applicants who are able to handle themselves both emotionally and mentally while staying productive. Make sure the applicants you are hiring are able to handle the task that you are giving them.
Not only do you have to make sure your employees can handle their work under pressure, you should hire employees who are determined. Obviously, that doesn’t mean jumping in front of 90 mph baseballs in a batting cage, but you get the point. Determination is the driving factor for any business. If your employees are counting the hours until the end of the day, you’re not going to see anything get done. If you have employees who are passionate about what they do, that’s a different story. Think about this when looking for potential candidates.