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Have you ever been in that spot where you realize your star hire might not be the superstar you thought they were? It's like expecting a gourmet meal and ending up with fast food. It happens in the hiring world more often than we'd like to admit. The key isn't to never make a mistake; it's knowing how to fix it when you do.  Some candidates have become so adept at interviewing that they get the job because they interview so well.  Many times, the best candidate is not the best interviewer. So what to do next?

Recognizing a Wrong Hire
Spotting a hiring misstep isn't rocket science. It's the new person who just doesn't click, like a left-handed glove on a right hand. Or those skills that shone on paper but dim in the office light. Sometimes, it's the team's reaction – a mix of puzzled looks and shrugged shoulders. Seeing these signs early matters. It's not about pointing fingers; it's about setting the course right for future hiring.

Step 1: Analyze the Situation

You've got a puzzle piece that doesn't fit. Time to figure out why. Was the job ad a bit of a stretch? Did the interview miss the mark on assessing the real skills? This step isn't about playing the blame game; it's about understanding what went wrong to make sure it's a one-time thing.  Interviewing to determine the skill sets, traits, attributes, experience, and corporate culture match is critical to uncover and assess during the interview process.  Interviewing questions that elicit explanations is important.  Many interview questions get responded to by a yes, no, or I have done that.  A deeper follow-up question can help uncover these traits, values, skills, and experiences that can provide you with the information so you can make a decision based on more points of data, answers, and content.  

Step 2: Communication and Feedback

Here's the tough part: a heart-to-heart with the person in the spotlight. Keep it honest but positive. Point out where things aren't lining up, but also be open to hearing their side. Sometimes, a straight-up chat can turn things around. Remember, it's a two-way street. Follow-up feedback helps you better understand your interview technique is creating a chasm of information obtained during the interview and onboardings.

Step 3: Exploring Reassignment Options

Hold up before you decide it's the end of the road. Is there another role where this person might fit better? It's like a game of musical chairs – sometimes you need a few rounds to find the right seat. This could be a win-win – a better fit for them, and you keep a valuable team member. In the book, “Good to Great by James C Collins, the author follows a concept of having the right people on the bus and in the right seats. Sometimes you can move the mishire into another role that they are better matched for.  This is used when you have a desire to keep the employee but  

Step 4: The Decision to Part Ways

If reshuffling doesn't work and things aren't improving, then you might have to make that hard call. Letting someone go is never easy, but if it's done with respect and honesty, it's the right thing for everyone. It's about ending things on a positive note as much as possible.

Step 5: Learning from the Experience

Every hiring misstep is a learning opportunity. Look back at your hiring process. Maybe those job ads need a tweak, or the interview process needs a rethink. The aim is to get better at this, so your next hire is right on target.

Call to Action
Handling a hiring decision that's gone south is a mix of tact and honesty. It's about taking a step back, assessing the situation, and then moving forward with a clear plan. These moments are what really test – and build – your skills as a leader and a manager.  If you're dealing with a hiring decision that's not working out, don't beat yourself up. It's part of the job. And remember, you're not in this alone. At North Road Staffing, we're here to help you sort through these challenges. Reach out to us, and let's work together to sharpen your recruitment strategy and get your team back on track.