toxic employee quotes – Career Hunts Blog https://www.careerhunts.com/blog Career Hunts blog | Job Recruitment Advice | Career Guide Wed, 14 Dec 2022 05:37:39 +0000 en-US hourly 1 https://wordpress.org/?v=6.1.1 INTERVIEWING TOXIC CANDIDATES-A GUIDE FOR MANAGERS https://www.careerhunts.com/blog/interviewing-toxic-candidates-a-guide-for-managers/ https://www.careerhunts.com/blog/interviewing-toxic-candidates-a-guide-for-managers/#comments Wed, 14 Dec 2022 05:37:39 +0000 https://www.careerhunts.com/blog/?p=813 INTERVIEWING TOXIC CANDIDATES-A GUIDE FOR MANAGERS

Try to picture this: You have completed a vital member of your team after a lengthy and difficult search. You’re relieved, and you can’t wait to see what they contribute. As soon as they get going, however, you’ll know they weren’t the best option. They’ve actually become a negative influence on the group.

It’s frustrating to deal with the consequences of hiring a bad employee. The Harvard Business Review found that a bad hire like this can cost as much as $12,000. The monetary loss is painful, but the toll on morale, which could lead to lower productivity and more staff turnover, could be even greater.

Just exactly can one keep from ever having to deal with a poisonous candidate? There are a number of techniques to spot potential red flags once you begin conducting interviews, rather than waiting until after they’ve been employed to act. To identify potentially dangerous applicants, consider these red flags.

Don’t base a hiring decision on a candidate’s resume.

While relevant work experience is always desired, keep in mind that there are other factors that might make a candidate shine. Qualities such as adaptability and emotional intelligence are often as crucial as, if not more so than, hard-won technical expertise and experience. Hire someone who is motivated to work hard and learn the business, and who will also get along well with the team, rather than focusing simply on their skillset.

Inquire about their actions.

In order to learn more about a candidate’s character and the factors that influence their actions, behavioral or situational questions are a great tool. Ask applicants to think on their feet by going beyond the standard, almost expected set of questions and asking them things like:

  • What would you alter about your strategy for tackling difficult problems?
  • If asked, “What was the most stressful situation you faced on the job, and how did you handle it?”
  • What are your professional motivations?
  • I want to know what your best friend would tell me if they were sitting here with us right now: what do they love most about being your friend?

Be wary of answers that suggest they are blaming others, have a poor response to adversity, fail to appreciate team achievements, or frequently get on everyone else’s nerves. These indicators suggest the presence of a potentially poisonous worker.

To make effective use of references

The purpose of requesting references is to help you make a more informed hiring decision. Instead of just asking the obvious questions, though, try exploring the candidate’s communication and teamwork abilities. Most previous superiors won’t say anything openly negative, but you should be able to deduce whether or not they had a positive experience with the candidate by reading between the lines.

Participate in the hiring process with other staff members

The best way to tell if a candidate will be a good cultural and social fit is to observe them interacting with your staff. You can get a good feel for the candidate’s potential fit with your company culture by having members of your team interview them or even just having one or two show them around the office. Furthermore, it is always beneficial to get the opinion of a team member on any warning signs you may be overlooking.

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