Brian was perfect for the job. His resume was everything the position called for and more. His references checked out and he wowed the executive team of four during the interview. The CEO was impressed with Brian’s ideas and gave a resounding thumbs up.

So what’s the problem? It’s been 30 days since Brian was hired. On a near daily basis, someone from his work team has been stepping into your office to address something that Brian has said or done that is making them uncomfortable or concerned. Additionally, Brian has called in sick 3 days and has been written up twice for being excessively late.

How can this be? How can this new hire appear to go downhill so fast? You’ve done everything right, crossed all your t’s dotted your i’s and now you are considering letting him go. You’ve just invested a significant amount of finances and staff resources during the search and hiring process. In fact, according to this Forbes article a bad hire can cost anywhere from $25-50,000. And that doesn’t include office space, equipment and other items.

Now what?

Of course you can hold on, hope that things will improve. You can invest more time; provide more resources to address the absences, the tardiness and the attitude. If you have the ability, you can move him to another department. Meanwhile morale in the office will decline. Your staff may begin to look at you differently, and make assumptions that you aren’t making the right decisions for the team as a whole.

Or, you can consider, cutting your losses and discharging your new hire.

Making a decision to let go of an employee, whether a new hire or someone who has been with your organization for a while is nothing to take lightly. For all terminations, employers should be able to articulate the reason for termination and show clear documentation to support this decision. You may want to look at laws regarding termination in your state. The Society for Human Resources provides some information and other resources on terminating a recent hire.

What can you do to improve your hiring success?

1. Company Culture

Consider your company culture when attracting and hiring. The more consistent you are with the brand of your company culture the more likely you are to attract the right individuals. This is especially true here in Silicon Valley and the San Francisco Bay Area.

2. Hire a professional recruiting firm

A good recruiting firm knows where to find the best people. It’s their job to know your industry and attract the kind of employees you need. If you’re lucky you might find a firm that will be a vendor on premise (VOP). As VOP the recruiting agency will develop a hiring and interviewing strategy with you that occurs at your place of business.

3. Temp-to-Hire

Understandably, you might be cautious to begin a new round of interviews. Now might be the time to think about temp-to-hire. Bringing in a professional on a temp-to-hire basis allows you time to make sure the person is the right fit for the job and the company. This will also give the employee an opportunity to experience your company culture and management style. After a review period you can both make a decision with confidence; you have vetted the candidate and they are comfortable and happy working with your company.

Yes, it can be painful and costly to dismiss someone you’ve recently hired. Frankly, it’s no picnic for the employee either. Making the decision to let them go early on allows you to move forward with your next hire, restore balance to the office and helps the employee move on with their next job search.

Lori King-Kocsis

Lori King-Kocsis has expertise in the areas of; business development, marketing, professional development, and social media engagement. She has over 25 years experience in corporate, not-for-profit, and technology start-up arenas.

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