Hireology Blog - Insights for better hiring & HR


3 Signs You Aren't that Great at Hiring

Posted by Erin Borgerson on August 14, 2013

Dead end

Ouch. Another employee bites the dust and these days your turnover is looking worse then Jay Cutler's (Sorry I'm a Lions fan.) Besides turnover, there are several other signs that you kind of stink at hiring. Sorry to be harsh, but if your business or location hasn't gone down in flames yet, then you are in luck, your hiring process might be still salvageable.

First things first, you must identify why your hiring process sucks. Are you familiar with any of these signs that you aren't that great at hiring?

1.  Your turnover is through the roof

Like I said above, if your turnover is extreme right now it might be time to look at who you are hiring. Most of the time turnover can be prevented during the interviewing or assessments stage of the hiring process. 

Hireology's own Product Development Director, Margot Baill, wrote in a whitepaper, that:

"Organizations can effectively use turnover to improve employee retention, if done right. Depending on its available time, money and size, an organization can use structured face-to-face interviews with categorical answers, or web-based questionnaires with specific rating questions to elicit honest information.'

Here's how you can limit turnover:

  1. Develop interviewing guides with questions around the "most satisfying job they've held, least satisfying job they've held" and why.
  2. Score the interviews
  3. Utilize the cost-effective behavior assessment: Attendance & Turnover Risk

2. Your employees are stealing from your customers

This is a huge problem. If you have employees stealing from customers, the business, or other employees, you need to take action immediately. However it is better to weed out candidates who may steal from you in the future during the hiring process.


With background checks of course! Background checks uncover candidates who have stolen in the past, have a history of theft, or have done something similar. 

Hireology's CEO Adam Robinson, recently wrote a blog article about the case for conducting background checks and he states: "In today's world, you can never be too careful when it comes to hiring new employees.  Our increasingly electronic and networked world makes it easier and easier for unscrupulous employees to siphon off thousands of dollars over the course of months, or even years, without you having a clue until it's too late."

If you want to limit potential thieves - start ordering background checks for all final-round candidates.

3. Your culture is as lively as an oil-change waiting room

Did you know, 1/2 millennial employees will leave a job if the culture isn't great? If your turnover is still going strong even after you have taken care of the first two signs then this could be a case of a boring culture.

It's not easy to improve your company culture but it is easy to begin the process.

Start engaging your employees in fun weekly/monthly/bi-monthly events. Maybe it's a sales competition or a team happy hour, whatever event you choose make sure you limit work discussion.

Try offering your employees unusual perks such as: A day off on their birthday, yearly massages, free popcorn in the break room. Anything that would make an employee's day a little brighter will help improve your culture. By implementing some of these tips you will begin to see an increase in candidates and employee referrals.

Think your "weird" and "interesting" interview questions are a way to identify culture fit in new hires? Think again! We did the research, you read the results...


weird interview questions, interesting interview questions, interviewing


Erin Borgerson is the Marketing Coordinator/Tweeter/Crisis Controller/Culture Ambassador (the last two titles she gave to herself) for Hireology, a web-based tool that provides customized interviews, job profiling, and one-click background checks to help you hire the right person. Start your free trial at www.Hireology.com today!

Interviewing Help, Hiring Millennials, How to Hire

Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.