Who You Shouldn’t Hire: Tips from an Experienced Manager
Hiring new employees is a crucial step for any company. It's not just about selecting someone to perform tasks but finding a person who will become part of the team and influence the working environment and efficiency. Let’s look at the types of candidates you should avoid to prevent unnecessary problems.
Hiring new employees is a crucial step for any company. It's not just about selecting someone to perform tasks but finding a person who will become part of the team and influence the working environment and efficiency. Let’s look at the types of candidates you should avoid to prevent unnecessary problems.
People Without Skills
This may seem obvious, but it's easy to forget. Remember that being a “nice person” isn’t a profession. A likable, friendly candidate who lacks the necessary skills will not be an asset to your company. And if you need to let them go, they'll still be a good person—just not on your payroll.
Justice Warriors
Protest enthusiasts, petition signers, and activists are not the people you want to bring into your workflow. In their pursuit of fairness, these employees can distract others and create unnecessary conflict. It's important to remember that internal processes should work towards results, not towards creating a battleground for rights.
Fans
Fans of the manager or brand may seem loyal and devoted, but this doesn’t always translate into effective work. Fanaticism can hinder their ability to objectively assess tasks and the realities of the work process. An employee overly fascinated by their boss or company might not be able to fulfill their duties adequately.
"Connections"
Family members, friends, and acquaintances are a special risk category. Even if a long-term client has a daughter who’s interested in your business, that doesn’t mean she’s the right fit for your team. Usually, these people may quickly lose interest or leave after a short period. It’s better to avoid these unnecessary risks and keep family connections out of business.
Recommended but Without Initiative
If someone can’t independently send you their resume and portfolio but instead asks others to do it on their behalf, proceed with caution. A true professional takes the initiative and is prepared to present themselves to the employer. People who can’t do this during the hiring process will likely be passive in solving tasks at work.
Complainers
People who constantly complain about their lives, jobs, salaries, or relationships often bring this habit to the workplace. They may start sharing their dissatisfaction with clients or colleagues, which will negatively impact team morale and the company's reputation. It’s better not to allow someone who focuses on negativity into the team.
Selecting the right employees is key to any company's success. By avoiding the listed types of candidates, you’ll be able to build a team that works effectively, cohesively, and without unnecessary conflicts.
Who You Shouldn’t Hire: Tips from an Experienced Manager
Hiring new employees is a crucial step for any company. It's not just about selecting someone to perform tasks but finding a person who will become part of the team and influence the working environment and efficiency. Let’s look at the types of candidates you should avoid to prevent unnecessary problems.
Hiring new employees is a crucial step for any company. It's not just about selecting someone to perform tasks but finding a person who will become part of the team and influence the working environment and efficiency. Let’s look at the types of candidates you should avoid to prevent unnecessary problems.
People Without Skills
This may seem obvious, but it's easy to forget. Remember that being a “nice person” isn’t a profession. A likable, friendly candidate who lacks the necessary skills will not be an asset to your company. And if you need to let them go, they'll still be a good person—just not on your payroll.
Justice Warriors
Protest enthusiasts, petition signers, and activists are not the people you want to bring into your workflow. In their pursuit of fairness, these employees can distract others and create unnecessary conflict. It's important to remember that internal processes should work towards results, not towards creating a battleground for rights.
Fans
Fans of the manager or brand may seem loyal and devoted, but this doesn’t always translate into effective work. Fanaticism can hinder their ability to objectively assess tasks and the realities of the work process. An employee overly fascinated by their boss or company might not be able to fulfill their duties adequately.
"Connections"
Family members, friends, and acquaintances are a special risk category. Even if a long-term client has a daughter who’s interested in your business, that doesn’t mean she’s the right fit for your team. Usually, these people may quickly lose interest or leave after a short period. It’s better to avoid these unnecessary risks and keep family connections out of business.
Recommended but Without Initiative
If someone can’t independently send you their resume and portfolio but instead asks others to do it on their behalf, proceed with caution. A true professional takes the initiative and is prepared to present themselves to the employer. People who can’t do this during the hiring process will likely be passive in solving tasks at work.
Complainers
People who constantly complain about their lives, jobs, salaries, or relationships often bring this habit to the workplace. They may start sharing their dissatisfaction with clients or colleagues, which will negatively impact team morale and the company's reputation. It’s better not to allow someone who focuses on negativity into the team.
Selecting the right employees is key to any company's success. By avoiding the listed types of candidates, you’ll be able to build a team that works effectively, cohesively, and without unnecessary conflicts.
