Hiring employees is about more than their skills or education, it’s also about the personality they bring. Hiring someone with the wrong personality can be problematic for the team as well as the entire business. According to research by Career Builder, the average cost of hiring the wrong candidate is $17,000. Making this mistake once is expensive enough, but what if it happens repeatedly?

Bad hires, sometimes called Employees from Hell, are bad for business. What personalities should you steer clear of? Here are my top five.

The Liar

You and your hiring team should be watchful for people who seem to be unafraid of making things up in order to get what they want. If they’ve been able to lie their way into a job at your organization what is going to stop them from lying to colleagues and/or customers?

The Ego

Confidence can be good, but ego is not. A personal too full of himself becomes pushy, aggressive, and is likely to become toxic to the whole team.  There is also chance that people with egos will reject advice and coaching, place themselves above the others, seek for individual success rather than that of the team.

The Negative

Pessimism and negative attitudes can hurt productivity and spread like a virus throughout the team. Employees can and should be critical, but if they only see the bad side of things and aren’t looking for solutions they will only be creating barriers to their team’s success.

The Passionless

Passionless people are pretty much like rocking chairs, they look like they are moving, but they’re not actually going anywhere. Passionless employees need a lot of guidance and direction in their work and aren’t likely to do anything based on their own initiative. This will end up costing other employees extra time and energy as they strive to get things done.

The Victim

Employees who play the victim will never take the time to assess where they have made mistakes and where they can improve. Instead, they will seek to blame others for things that go wrong. This creates an environment where it is difficult to give useful feedback and even harder to help the employee correct behaviours that might not be ideal.

If you are currently hiring people for your team watch out for these personalities. You can filter people out by asking questions that force them to give examples of how they’ve handled things in the past. Their answers will provide an indicator of what their personality is and help you avoid hiring someone who has one of the five personalities we’ve discussed here. Even after you’ve hired someone, don’t hesitate to take the time to check in on your team to see how everyone is doing and how their personalities are coming together.


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