How to Handle a Bad Hire – Practical Tips

Photo by Gustavo Fring:

One of the most costly errors you can make in company is to hire the incorrect individual. Even with the greatest HR staff and the newest technology, hiring may be difficult. But occasionally, no matter how you go about hiring, you simply get a lousy hire.

  1. Start by asking around among their coworkers.

It’s common for the process of acclimating to a new position to take the first few weeks to be difficult. Is the hiring truly a mistake, or are you just getting the incorrect idea? Don’t jump to conclusions about new recruits; it usually takes them six months to a year to become fully productive.

2. Confirm that training is a possibility.

You might have hired the wrong person for a variety of reasons. The new hire could not have the necessary soft skills, such as being a strong team member or communicator, in which case firing them would be the sensible course of action. But if they lack practical, work-related abilities, this may be remedied through training.

You must once more decide if this is financially sound. You could be better off terminating them and hiring someone else for the position if you need to spend a lot of time teaching them to perform to their maximum ability. Use a pre-employment evaluation tool like Toggl Recruit if you don’t want to hire people who are unqualified for the position.

3. Calculate the firing costs

If your initial instinct is to immediately terminate the poor hire, you should wait and perform some calculations first. In addition to having to hire someone new for the same position after firing someone, there are extra expenses to take into account. You’ll need to set up their last day, organize the paperwork, provide severance compensation, and assign more work to your HR team.

Other, more irrational costs of terminating someone exist. When they witness someone joining and departing so rapidly, how will your team respond? Prior to making a choice, consider the team’s morale.

4. Rapid fire

The new recruit won’t be completely productive and able to offer value to the team for at least 6 to 12 months. However, you’ll be able to tell very quickly if a new recruit for your team isn’t working out, generally within the first few days. Watch out for warning flags like a poisonous attitude that is preventing the rest of your team from progressing.

You have two options in this scenario: either let them stay and wait for things to go better (if they do at all), or terminate them immediately.


Making a poor hiring may be a challenging process that takes a lot of effort and money. At the same time, you may utilize it to discover methods to enhance both your applicant experience and recruiting procedures. Like every mistake, if you utilize it to improve for the future, it may be quite beneficial.