5 Ways to Spot a Bad Worker Before Hiring Them

Entrepreneurship is great; launching a new startup is awesome. However, hiring new staff isn’t really easy as it’s hard to spot a bad worker before hiring them.

So, as an employer, how do you stop a bad worker? We all know that job interviews are notoriously stressful for those looking for employment.

But the other side of the table doesn’t have it any easier. The person in charge of hiring is likely also in charge of firing.

If it doesn’t work out, the interviewer gets to break the awkward news. It’s better to find a bad worker ahead of time to prevent this stress.

Finding the best fit for the company

Table of Contents

Finding the best fit for the company
Signs of a bad worker
Suss out potential employees
- PLEASE SHARE ON PINTEREST

Not every person applying for a job is the right fit for the company. It is the hiring manager’s job to weed out the best candidates among perhaps hundreds of applications.

A person could have a fantastic resume but terrible communication and other essential skills. Many companies are relying less on experience and more on personality for hiring criteria. There are sixteen different types of personalities.

Your personality type can affect your decision-making process and how well you work with others. Take the Myers Briggs test today to find your type.

Oftentimes, employers have no way of knowing if an applicant meshes with the company’s vision until after they are already hired.

At that time, it may be more difficult to restart the interview process to find a replacement. Businesses are better off catching issues with potential employees before they are hired, not after.

How do you spot bad workers before you hire them?

Signs of a bad worker

You would be hard-pressed to find a company without at least one bad employee. As the saying goes, there’s always one bad apple in every bunch.

However, there’s a difference between a mediocre employee and an outright bad one. Below are the best ways to spot the difference:

#1]. Ask for references (and check them)

Checking references is a standard procedure for most companies. However, in some cases, an applicant can be so charming and convincing that references aren’t contacted. Always check the references of potential employees.

#2]. Let others weigh in on new hires

In smaller companies, the hiring responsibilities often fall to just one person. Such a person usually have all the resources they need for the interviews, however, this doesn’t guarantee hiring the best candidates.

The fact is that going through several interviews with different company employees can help a lot when hiring. It can help gauge how the applicant’s personality type meshes with more than just one individual.

#3]. Be aware of generic answers

Seek specific examples of instances where the applicants took the lead. Be aware that interviews are so cut-and-dry these days that applicants often provide generic answers to questions.

Therefore, you should ask specific questions in order to help prevent this and learn more about if the candidate is well-suited for the job.

#4]. Observe their interview behaviour

Also, it’s important to observe the behaviour of the candidates during the interview. This is because how an interviewee behaves during the meeting can be a good indication of how they will behave during work hours.

Are they glancing at their phone every few seconds? Are they easily distracted? Do they show any sign of being under pressure?

However, it’s important to trust your instincts. This is because it is possible that an applicant may be fidgety due to nervousness.

#5]. What do they say about their former employer/co-workers?

In addition to visual cues, what the applicant says about their previous bosses and co-workers can say a lot about if they are a good or bad employee.

For example, an applicant who never takes responsibility and always shifts blame is a huge red flag. This is why you have to listen to how they talk about their former employers and co-workers.