Commercial Horror Stories: The Staff of Jekyll and Hyde

522 points

The person I met was not like the employee I ended up doing.

Their CV was spot on. Their interview went perfectly. So how is the person who I thought would be the best hiring of the year for the company the worst nightmare for me?

I have hired more people than I can count or even remember in the past 25 years. However, the staff I left are the ones I remember with amazing clarity. This is because I feel it was a bit of a failure on my part as I should have smelled the “problem child” instead of hiring them. So, as with any setback or disappointment, I tried to adopt poor hiring options. I want to analyze it and most importantly – learn from it. Were there common characteristics connecting these bad employees? Was there a “saying” I could have picked up in the interview process?

Thinking about the unsuccessful employees, I discover that they are really toxic, and they all have some similar traits. They were overly confident in the interviews and all claimed that they had been “abused” or undervalued in their previous workplaces; Hence their decision to search for a new job. At the time, I was impressed with their confidence and felt that the previous abuse from a “bad” employer would make them all more appreciative of the “good” work environment that I could offer them. What really happened, to hear them say this, is that their term ended in the same way they described their previous job being terminated. They were great, underestimated and mistreated by their employer. My version of events was vastly different. I was given the green light to hire employees who had no personal accountability, were not prepared to find out what they didn’t already know and interpreted any form of management or constructive criticism as a personal attack.

Confidence is not a bad thing. Honestly, I doubt I will hire an applicant who will be hesitant about whether or not he can do the job for which I have been interviewing them. I’m also sure there are a lot of good employees who suffer the wrath of bad employers. The dilemma faced by managers and business owners is the ability to distinguish someone with healthy psychological confidence versus someone with extremely fragile ego, and personal accountability is impossible.

Avoid the confident victim

I have spoken to Vanessa Loewinger, Law 4 HR Advisor for Small Business. I asked her for her thoughts on the best line of interview questions that would help separate Jeckyll’s from Hyde’s so to speak. Here are her thoughts:

“I like to ask open-ended and experienced questions. Then listen to the answers of the red flag. Candidates who are rude enough to attack ex-employers literally, rather than trying to respond diplomatically, are likely to reflect this behavior within the organization, which often helps create a work environment Sama. The aim of the interview is to demonstrate their suitability for the position at hand. It should not be a platform for expressing their specific personal grievances with a previous employer. The conscious applicant should simply state that the previous company was not a suitable one for him or anything of the sort. Leave it at this point. “

“Additionally, responses that portray themselves as the victim can indicate a reluctance to take responsibility for their actions. This trait often indicates that the candidate will not be able / unwilling to receive constructive criticism. This will ultimately reduce the candidate’s capacity. To learn and grow within your organization.

“Work changes every day. Therefore, employers need to hire employees who are open to learning new things. It is important to ask questions that require the applicant to consider instances in which they had to learn a new process or task for their job in the past. How did they feel about it? Were they excited or at least open to learning, or were they angry at the idea of ​​change? Ask them to discuss a time when they experienced a career setback or failure. How did they deal with it? Are they responsible for that? Are you overpowered? Or are they simply blaming someone else for it? ”

“A big part of finding the right candidate has nothing to do with their education and experience really. You are looking for someone who will not only fulfill the needs of the job but will also be the right person for your organizational culture. Identifying the values ​​that support your culture and guide your internal policies will help you identify candidates who align with the established culture. For your organization.

It is important to find the “right” employee for your unique job. That’s why when it comes to a job interview, asking questions that lead to the applicant expressing themselves in a meaningful way, rather than being succinct, and insightful answers is crucial.

It is not easy to master all aspects of human resources. This is why it is a good idea to have high-quality HR advice Just a simple click of the mouse For small business owners. Make an appointment to speak to Vanesa Lewinger, a Human Resources advisor today about dealing with your toxic employee. Or consult her about learning better recruitment and interviewing techniques, so that in the future you can reduce the risk of unintentionally hiring a “master”. Hyde. ”

Law 4 Small Business, Personal Computer (L4SB). A little bit of law now can save a lot later. a slingshot a company.

Vanessa Loewinger

Author: Vanessa Loewinger

Vanessa is an innovative, experienced and self-motivated HR expert who is adept at creating and nurturing an employee-oriented culture of professional excellence, focused on achieving goals, and using a process-oriented approach to obtain win-win results. Vanesa has more than ten years of progressively responsible HR experience, including employee relations, payroll entry / processing, benefits administration, human resource information systems (HRIS), policies, 401k administration, and workers compensation administration.

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522 points


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