Spot It.
You hire someone who interviewed well, and within a few months it is clear they aren't the right fit. Either they leave on their own or you have to let them go. Each time, you lose time, money and team morale, and then the whole cycle starts over again.
Sight It.
Bad hires usually come from an unclear picture of the role and a rushed process. Interviews focus on whether someone is likable rather than on skills and fit. References don't get checked. Expectations are never spelled out. And onboarding is thin, so even a good hire can struggle to get up to speed and decide the job isn't for them.
Solve It.
Tighten the process from job description to day 90:
- Write down what success looks like in the role after 90 days.
- Use the same core interview questions for every candidate, tied to those results.
- Include a practical exercise or work sample whenever you can.
- Check at least two references and ask specific questions.
- Plan the first two weeks for every new hire, including who will train them and when you will check in.
A careful hire saves far more time than a quick one.
Fixed it yourself? Great. Want help making it stick? Talk to a Troubleshooter.