5 steps to bouncing back from a hiring mistake

Mary Lorenz

3 steps to bouncing back from a hiring mistake

A lot goes into the hiring process — posting the job listing, scanning resumes, and interviewing candidates — so when you finally make a hire, it can be both exciting and a relief. However, nothing takes the air out of your tires like realizing you may have made a hiring mistake. Not only is it a blow to your ego to admit you've made a bad hire, but it also means all that time, effort, and money you put into recruiting has gone to waste. 

"Knowing where you went wrong in the hiring process can help you revise your strategy and avoid a hiring mistake in the future."

But everyone makes mistakes, so you don't have to feel alone. If you're looking for ways to recover from a hiring mistake, this guide offers five steps to help you make the most of the situation.

Acknowledge the hiring mistake and determine the reasons

So, you've come to the realization you may have hired the wrong person. This is great because it's the first step to recovering from a bad hiring decision. Once you acknowledge there's a problem with your new hire, you can move on to determining the issue with the new employee. Before you make a move, you need to consider why the employee isn't working out. Here are some questions to ask yourself about the bad new hire:

  • Is the employee struggling with the workload?
  • How is the new hire affecting other employees?
  • Does the new person fit the company culture?
  • Did the candidate misrepresent themselves on their resume or in an interview?
  • Did you rush through the hiring process without vetting the new hire properly?
  • Is there an issue with your company's onboarding process?

The answers to these questions can help you move forward and correct your hiring mistake.

Discuss the problem with the bad new hire and other staff

Clear communication is the best way to recover from a hiring mistake. When you know what the issue is with your bad new hire, you can set up a meeting to discuss your concerns. Going to the meeting prepared means you can discuss why you feel the employee isn't working out and what you want to do about it. The new hire may agree that they aren't the right person for the role, or they may offer to improve or change to better meet your needs. You'll need to be ready with a plan of action.

You should also talk to your staff to understand their feelings and thoughts about the bad new hire. They may feel the individual can get the training or time on the job they need to succeed, or they may want you to terminate that person and find someone new. Listen to their concerns to help you make a better choice next time you hire someone.

Consider your options for recovering from a bad hiring decision

Before you terminate a bad new hire, consider whether they may benefit from upskilling or reskilling. You might have another position for a candidate who isn't working out in the role you intended them to fill. Perhaps their current skills are better suited to another department or they need some training to get them on the right track. While having to adjust the employee's role can be frustrating, it may benefit your company to keep the employee on if you can. 

If the new hire's personality is a better fit with those who work in other areas of the organization, this could be another reason to give them a different role. When people who work for you don't get along, it can create a stressful work environment. By being flexible with your employees, you'll create a more welcoming environment for everyone.

Reassess your hiring strategy and expectations

Regardless of whether you decide to give the new hire a chance or terminate their employment, you'll need to reassess your hiring strategy and expectations if you want to recover from a hiring mistake. Knowing where you went wrong in the hiring process can help you revise your strategy and avoid a hiring mistake in the future. For example, if your bad new hire lied on their resume, reevaluate how you review applicants. Consider new ways you can test candidates' skills and judge their experience levels in an interview.

If your company's onboarding process or expectations are less than ideal, it may contribute to hiring issues. Think about how you could improve internally to help your employees succeed from the start.

Begin the hiring process with a new perspective

Although having to begin the hiring process again can be stressful, look at the opportunity as a learning experience. Take the knowledge you gained from the hiring mistake and use your new perspective to improve your organization's hiring process and find the employees you need. From a clear and concise job posting to the perfect interview, getting your hiring strategy dialed in can ensure you find top-notch talent who can fulfill your expectations.

Don't let a hiring mistake discourage you. Your company can recover from a bad hire and use the experience to unite your team and create a hiring strategy that attracts and retains top talent. Let CareerBuilder help. We have all the resources you need to build the team you want.

Use these additional hiring tips to hire the best people for your team:

Discover some of the best practices for your recruitment strategy.

Ensure you develop a top-notch hiring process by using these 10 steps.

Keep your hiring process simple and effective with these three tips.

Previous Article
Engage candidates with a talent network in 3 steps
Engage candidates with a talent network in 3 steps

Learn what a talent network is before diving into three steps you can follow to create a comprehensive and ...

Next Article
Here’s what candidates want in today’s job market
Here’s what candidates want in today’s job market

Before diving into understanding what candidates want in today's job market, explore the state of today's j...

Webinar Recording: Mastering Modern Recruiting

Watch Now