HR managers and employers are facing higher levels of challenge in hiring talent best fit for the job role. A single hiring mistake can prove to be quite an expensive proposition -, this could result in loss of time, efforts, and of course, expenditure to dent growth for future business prospects.

Today’s hiring managers place a high premium on hiring for cultural fit, either as a skilled professional or a person who blends well with the organisation’s culture is the most suited fit for businesses.

“Personality has to be as important, if not more so, than skills and experience,” said Tricia Scortino, president of virtual assistant service at eaHELP. Hiring a bad talent could potentially disrupt workings of a business and shake the foundation pillars.

While diversity is of utmost importance to create a great team. They help foster synergies to create a  culture of effective collaboration, and teamwork wherein each support one another to make up for weaknesses in the team.

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However, HR managers and employers alike should beware of some personality types. They could prove toxic to cooperative workings of the team, and prove detrimental to company’s overall productivity goals. Business owners need to tread a cautious approach to hiring, when they come across one among such candidates listed below:

Overtly Self-Promotional

Being confident is a plus for a candidate, as this is a sign of great performance, productivity, efficiencies and capabilities in working. On the contrary, when a candidate shows off to be overtly self-promotional during the hiring process, it can be a serious red flag and warning for the hiring team to be cautious.

It’s one thing to be confident about what you can offer in terms of value to the organisation, and express your past experiences in a natural flow. However, if the candidate is aggressively pushy, this can be viewed as toxic proving to be a detriment to smooth workings of a business.

Unwilling to Change

In this uncertain economic climate, change is unavoidable in business. Narrow-minded professionals who are unwilling to embrace change, learn and grow with the current trends to be abreast of the competition are definitely not a good cultural fit, for the business to thrive on innovation and creativity.

Candidates who are more flexible in their approach towards work,accept and embrace change, possess clarity to deal with stacks of workloads and strict deadlines on a daily basis are the best fit for a fast-paced job environment.

It is important for the hiring team to carefully evaluate candidate potentials and identify the talent’s willingness to change, or rigid approaches to change before making the final hiring decision.

Negative Thinking

It is obvious that negative thinking is bad for many reasons. Negativity affects much on how someone views and acts towards a situation such as in times of crisis to resolve the situation on hand.

Hence, the hiring team should be aware of candidates who tend to view things in negative light, rather than holding a strong positive outlook towards dynamic changes at work. Negative attitude and thinking reflects on your workings to impact your colleagues and clients at work.

Positive attitude enables employees to stay upbeat and pick up new challenging job roles. Employees with positive mindset can cope better with challenging situations at work and boost morale of other employees to support business growth.

Apathetic

A candidate who doesn’t care much about his coworker, would probably not be a very productive member of your team. Solid teamwork requires individuals with high levels of commitment towards their job, coworkers and be able to work cooperatively in stressful times of business.

An apathetic attitude towards workers and work could prove detrimental to growth, as lack of attention and dedication to what’s happening within the industry shows closed approaches of workings.

An apathetic talent works merely to get the salary and benefits, without focusing much on how to thrive and advance the company in the near future.

Hiring is expensive, and in order to avoid costs incurred for an organisation resulting from a wrong or bad hire, companies should choose to maintain a judicious and cautious approach to hiring. This can be done by evaluating candidates carefully and understanding their personality types, responses to critical situations before making a job offer.

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