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Why Your Last Hire Didn’t Work And How to Get It Right Next Time

By: Abdul Qadeer

Why Your Last Hire Didn’t Work And How to Get It Right Next Time

Hiring the right person can unlock growth and momentum for your business. But hiring the wrong one? That can set you back months and cost more than just their salary. In fact, many businesses report losing between $25,000 and $50,000 for every bad hire, and often even more. This doesn’t even include the cost of starting the recruitment process again and the time you’ve wasted with a wrong hire.

If you’ve ever made a hire that didn’t quite work out, you’re not alone. The good news is that hiring mistakes are often preventable. Here are five common missteps that lead to the wrong hire and how to get it right next time.

You Didn’t Use Clear Specs

One of the most common reasons new hires struggle is that their job responsibilities were never clearly defined. If you don’t define clear roles, it’s easy for expectations to misalign. That’s why it’s critical to take time before hiring to outline exactly what you want the new team member to do.

This means identifying:

core tasks,
goals,
what success will look like in the role.

You Skipped a Mock Project

Resumes and interviews offer helpful but they can’t fully predict how someone will perform in the role. That’s why giving candidates a relevant, role-specific test can be a smart move.

For a marketing hire, this might be a sample campaign brief or a short data analysis task.

For a software developer, it could be a code review or debugging challenge.

The idea is to simulate the kind of work they’d be doing on the job.

These small projects often reveal far more than a polished interview answer.

You Didn’t Understand Their Cognitive Strengths

Even if a candidate has the right background and attitude, they still need the ability to problem-solve, learn quickly, and adapt to challenges.

That’s where tools like aptitude assessments come in. These tests don’t evaluate job-specific knowledge. Instead, they help you understand a candidate’s raw cognitive abilities, like numerical reasoning, critical thinking, and information processing speed.

When used alongside interviews and skills tests, aptitude assessments can help you build a more complete picture of a candidate’s potential.

You Prioritized Vibe Over Value

Hiring someone you “click” with isn’t a bad thing but it shouldn’t outweigh their qualifications or ability to perform. Sometimes, business owners fall into the trap of choosing the person who feels easiest to talk to, rather than the one most equipped to do the job.

Instead, make sure you’re measuring value objectively.

Ask: Does this person have the right competencies? Can they handle the work?

You Didn’t Set Up a Strong Onboarding Plan

If your onboarding process is unclear or inconsistent, even top talent may struggle to find their footing. That’s why it’s crucial to support new hires with a plan.

A simple 30/60/90-day roadmap, regular check-ins, and early feedback can help your new team member get up to speed quickly and make a positive impact faster.

Final Thoughts

Hiring isn’t always easy, but it doesn’t have to feel like guesswork. With clearer roles, smart testing, tools like aptitude assessments, and a strong onboarding process, you can avoid costly mistakes and build a stronger, more effective team.

FAQs:

How can I write a more effective job description?

Start with a clear job title, followed by a summary of responsibilities, required skills, and what success in the role looks like. Use bullet points to improve readability.

What kind of mock projects work best during hiring?

Choose tasks that mirror real job duties. For example, writing assignments for writers, coding challenges for developers, or campaign briefs for marketers.

Are aptitude tests really necessary for hiring?

They’re not mandatory but highly recommended. Aptitude tests provide insight into a candidate’s ability to learn and adapt, which often predicts success better than experience alone.