Back in November 2021, a record voluntarily left their jobs. Yet despite the pressure created by an exiting employee’s absence, companies shouldn’t rush to fill their position right away. When a business rushes to fill an open spot on their team, they can miss crucial details about an applicant and end up with a bad fit for their company. Nearly 3 in every 4 employers say they have hired the wrong person for a position before. When hiring mistakes happen, companies ought to be quick to rectify them, even if it means firing people. Now more than ever, businesses need to remember to hire slow and fire fast. 4.5 million people Many have heard the phrase before. But what does it really mean? hire slow, fire fast As mentioned above, companies shouldn’t rush to replace an employee that just left. First, they need to clarify their needs and expectations for a potential new hire. Job descriptions should be revised to fit current business objectives, and skills listed on postings should be what candidates need for long-term success at a company. Beyond technical skills, consider how well candidates will complement existing team dynamics. Hiring slow doesn’t mean conforming to an arbitrary time frame. It means taking steps to ensure new hires are built to last at the company. On the other side of the coin, firing fast is not meant to be harsh or extreme. Occasional mistakes from new employees deserve to be forgiven. Just don’t keep an employee who’s a bad fit for the organization. If an employee truly is a bad fit, they won’t be happy staying. The team won’t benefit from their continued inclusion either. Focus on long-term benefits for the people involved. Don’t be cruel, but don’t beat around the bush either. Think of firing as the consequence of a hiring mistake and confront it head-on. Throughout the process, remember that selective hiring is a luxury not afforded to all businesses. In order to have overly exacting expectations, the company needs to be a desirable place to work. Use hiring to maintain corporate culture.

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What it Really Means to Hire Slow, Fire Fast

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