Hire Slow, Fire Fast
(from ADAGE's Marc Brownstein)
If there's one thing about managing that I've learned to be true, it's that you know pretty quickly when a new hire is a mistake. You can probably figure it out in the first 30 days.
If you have a strong culture, you'll see the early signs of a poor fit. If you measure job performance on a regular basis, you'll be disappointed. If you listen to your people, they won't hesitate to let you know when a new hire is not working out.
And as good as you may be at interviewing, there are always those candidates who interview better. And you get sold. We've all been there. The more senior-level the hire, the more disruptive it will be to your organization if he's a bad fit.
So, what can you do to prevent a bad hire? (Read MORE)
If there's one thing about managing that I've learned to be true, it's that you know pretty quickly when a new hire is a mistake. You can probably figure it out in the first 30 days.
If you have a strong culture, you'll see the early signs of a poor fit. If you measure job performance on a regular basis, you'll be disappointed. If you listen to your people, they won't hesitate to let you know when a new hire is not working out.
And as good as you may be at interviewing, there are always those candidates who interview better. And you get sold. We've all been there. The more senior-level the hire, the more disruptive it will be to your organization if he's a bad fit.
So, what can you do to prevent a bad hire? (Read MORE)
posted by Lee Arnold at 7:31 AM
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