When You’ve Made the Wrong Hire with Niki Ramirez

November 21, 2018

Hiring can be a stressful event for any business owner, but maybe even more so for small business owners. The business is so small that every hire has to be the perfect fit, or you risk a culture shift in your organization.

Ultimately, you want to prevent problems before they happen. It’s so crucial to know ahead of time the considerations you need to take as you’re hiring. But many times, you don’t discover challenges like personality clashes, talent mis-matches and other issues until after the new team member has started working.

On this episode of The Sassy Strategist, Niki Ramirez of HRAnswers.org talks about what to do when you’ve made the wrong hire–and some proactive actions you can take to make sure you support your new hires.

“Having a good personality fit for the company culture can be the most important thing you hire for.”

Niki warns us that letting someone go because of a personality conflict is more of a liability for someone because there’s not data to back up the decision.

If hiring or making personnel changes is on your to-do list soon, be sure to listen in!

Niki is offering listeners a free tool, her disciplinary actions guidelines checklist–helpful for any business owner who is on the fence about letting a teammate go. Download it below.

Note that if you opt in to the checklist, we’ll share your email address with Niki so she can follow up with you.

About Niki Ramirez

Niki Ramirez is the founder and principal consultant at HRAnswers.org, an organization dedicated to providing progressive, practical and impactful human resources guidance and consultation to small business owners. Follow her on LinkedIn, Twitter and Facebook.

Key Points to Ponder

  • You’re an expert in your field; let experts take care of their expertise.
  • Is the reason your new employee isn’t performing because they weren’t properly trained
  • Employees who feel disgruntled when they leave are not hesitant to take action against the company, even when we try to preserve the relationship.
  • Create systems that will facilitate open conversations at work, making accountability more comfortable from day one.
  • Make sure you’re checking in with new employees heavily from the beginning so it’s not a surprise when leaders want to talk to team members.
  • A well-rounded recruitment strategy can help you avoid reactive measures later.
  • Behavior-based interview questions will help you to find the right employee.
  • There’s a balance between preserving relationships and protecting the company from challenges.

Mentioned in this Episode