There is little that is more important for an organization than having the right people on the team. When interviewing potential candidates for an open position, it can be tempting to hire a person too quickly in order to get the role filled. Perhaps you have interviewed several people and have come down to a couple of candidates that you really like. This is not the time to get sloppy, but the time to make sure that you are making the right hire. Here are 3 times to not hire a person.
1. When You are Unsure
When in doubt don’t hire. Say it out loud: When in doubt don’t hire. All together now: When in doubt don’t hire. If you are unsure about hiring someone then don’t do so until you are no longer unsure. I am not saying that if you have a twinge of hesitancy that you should shut the whole thing down. But if you have any more than a twinge, then step back and evaluate your doubt. This is a good time to get feedback from others around you who have been involved in the process. If you, or the others around you, are unsure, then don’t hire. The stakes are too high for you to gamble with this kind of decision. Don’t hire until you are sure.
2. When You are Seeing Red (or even Yellow) Flags
If you are seeing red/yellow flags before a person has even been hired, then slow way down. Example: if a person shows poor follow-through skills in getting you requested documents, returning calls, or responding to emails before you even hire her, imagine what life might be like once she is in the position. Remember, a potential hire is most likely putting her best foot forward prior to being hired. Red/Yellow flags need to be carefully explored before you bring any person onto your team. When you see red flags before a person has even been hired, then step back and don’t move forward.
3. When The Potential Hire is Hesitant
If a potential hire shows hesitancy after you have extended an offer, then step back and don’t hire yet. In fact, you should seriously consider rescinding the offer. A person should be most enthusiastic before taking a role, not hesitant. Adjusting to a new role, culture, and environment is hard enough even when you are sure that you are doing the right thing. Hiring a person for a role that he is hesitant to take indicates danger ahead. Attempting to convince him to take the role could backfire later when the true reasons for his hesitancy are not addressed. If he is expressing hesitancy then rescind the offer and move on.
There is little that is more important for an organization than having the right people on the team. When in doubt, don’t hire.