Sometimes a candidate who checks off all the right boxes during the interview process may not turn out be as expected. Has this ever happened to you? If so, you’re not alone.
We all know how costly it can be to leave a position vacant; but you should also consider the time, effort and cost it takes to train a new staff member who you know isn’t the right fit. Doing this can end up more costly and disruptive as when the inevitable happens and you part ways having to start the process all over again.
When hiring, hire the right person; this can sometimes be easier said than done especially in a candidate led market – but hiring for the sake of hiring can be counterproductive.
Also use probation periods for their intended purpose. The only way to know if someone is a good fit is when they are doing the job. A probation period allows both parties to better acquaint themselves with each other and if you don’t believe this is a good fit for your company, it’s best to part ways sooner than later.