Dealing With A Bad Hire

Bernadette Hill

January 20, 2025

Let’s imagine a world where you missed out on Talent Tap’s last blog post, “Avoiding a Bad Hire”. Such a place would be truly scary, but let’s just say that it happened and well, you’ve ended up with a less than desirable employee.


Fear not! We’re here to help.


The light at the end of the tunnel isn’t really an on-coming train. There is good news to be had: a bad hire is just one dimension of a business. Look at it this way, there are a myriad of business decisions that can take a nose-dive and people still stuck it out. Look at “New Coke”. That stuff was terrible and while Coke took a little heat for it, they soldiered on. You’ll do the same.


Like many disaster recovery plans, the first step is to admit that you have a problem. Fall on the grenade and get it over with. Why? Numerous studies have shown that sweeping the issue under the rug is only going to result in more pain later down the line. Once you are ok with saying “I hired incorrectly” out loud, you can figure out what kind of bad hire you’re dealing with:


The “No Momentum” Hire:

1) The new person starts of strong and makes an immediate positive impact…for about six months. After that, you’ll start to have an “ok” employee who falls short of initial expectations.

The “Immediate Disaster” Hire:

2) The newbie proves to be a disaster from the get go for any number of reasons – personal baggage, rude, no respect for deadlines or time, or is just flat out dangerously incompetent. 

The “Wrong Seat On The Bus” Hire:

3) The new hire is pretty much in the wrong position in terms of competencies, experience or cultural fit. This one can be realized by both the hire and the company.


Now what? Well, that’s up to you. Let’s skip over #1 for now and move right to #2. Typical wisdom is going to tell you to sever the relationship ASAP. And typical wisdom is right. Don’t let a bad hire ruin what you’ve worked to build. Harsh, but true.


As for #3, this one is a bit interesting. It may very well not be the employee’s fault here. Sometimes things are just mismatched from day one. Take the time to sit down with him or her and work out if there is a better position, in terms of fit, within the company. These folks can turn into valuable employees if you take the time to align competencies with your needs. Also review your recruiting, onboarding and training processes. Do you need a more defined job description, screening/interviewing process and/or position scorecard? 


Onto #1 we go. This can have one of two outcomes, really. First, a conversation about expectations and goals could correct the slipping and everyone will be happy. Second, it can turn out they really just don’t want to work there anymore and in that case, it’s time for you to end it and recover what you can.


How have you all handled bad hires in the past? Any techniques that have worked out for you better than others? Please, share with us in the comments below.


Up next: What if it’s you and not them?


Share This Post!

Talent Tap Trends & Insights | Lancaster, PA

The Future of Work

By Bernadette Hill • January 16, 2026
The Future of Work is Owned – Literally. The way people think about work is changing fast. Today’s workforce—especially Gen Z—want more than a paycheck. They’re looking for purpose, stability, and a real stake in what they help build. That shift is pushing more small and midsize businesses (SMBs) to rethink how ownership works. Employee ownership is emerging as a practical way to improve retention, engagement, and long-term performance—without adding unnecessary complexity. Tim Garbinsky , Communications Director at the National Center for Employee Ownership, has seen how powerful this can be. When employees understand how their work directly impacts the value of the business, ownership stops being a “culture initiative” and becomes part of everyday decision-making. So, what does employee ownership look like for SMBs? Employee Stock Ownership Plans (ESOPs) offer tax advantages and are often used by owners planning an eventual exit. Employee Ownership Trusts (EOTs) provide long-term stability with simpler administration. Direct employee ownership is flexible, cost-effective, and easier to roll out than many owners expect. Worker cooperatives emphasize shared ownership and democratic governance. Profit-sharing and equity compensation align incentives without shifting control. Tandem Business Center for Shared Success helps companies explore direct ownership models. According to Executive Director Drew Mousetis , about 40% of the businesses Tandem initially meet with, ultimately move forward—often starting with gradual employee education around stock ownership, financials, and valuation. Employee ownership tends to work best for businesses that are thinking about succession, want to compete for talent without raising payroll, and care deeply about culture and continuity. As Garbinsky notes, employees value transparency and stability far more than many leaders realize—especially during uncertain times. The takeaway:  Employee ownership is not just a perk. It’s a strategic way to strengthen your business, reward your people, and plan for the future.

Grow Faster. Hire Better. Stress Less.

By Bernadette Hill • May 29, 2025
Let’s face it—hiring top talent these days is like finding a parking spot at a concert. It’s stressful, time-consuming, and just when you think you’ve found "The One", someone else swoops in and takes them. That’s why more companies—scrappy startups to corporate giants—are handing off recruiting to the pros. Here's why outsourcing your recruiting might be your next power move: 1. They Know What They’re Doing (Like, Really Know) Recruiters are the matchmakers of the working world. They eat, sleep, and breathe screening calls, resume red flags, and the fine art of the follow-up. So let them do what they do best, while you focus on growing your business. 2. Save Time. Save Money. Save Your Sanity. Between chasing references and ghosted interviews, hiring feels like a second full-time job. Outsourcing clears your plate—speeding up time-to-hire, slashing hiring costs, and preserving your team’s focus (and patience). 3. Flex Like a Hiring Ninja Need to fill one role this week and 20 next month? No problem. Outsourcing lets you scale your recruiting efforts up or down faster than you can say “urgent headcount request.” 4. Access to a Bigger (and Better) Candidate Pool Recruitment agencies have a secret weapon: massive networks. They know people. Good people. People who aren’t even looking... until the right opportunity comes along. You probably won’t find those folks by just tossing a job on LinkedIn and hoping for the best. 5. A+ Candidate Experience First impressions matter. A great recruiter knows how to keep candidates informed, engaged, and not completely ghosted halfway through the process. Even if someone doesn’t land the role, they’ll walk away thinking your company is classy—and that goodwill can go a long way. Final Thoughts: Outsourcing your recruiting isn’t admitting defeat—it’s playing smart. It's about hiring better, faster, and with fewer headaches. In today’s ever-changing job market, that kind of edge can be a game-changer. Plus, it means fewer awkward interviews with people who still list “Microsoft Word” under special skills.
More Blog Posts