Why Do Good Hires Go Bad? Could Your Selection Criteria Be to Blame?

 A great hire can quickly turn into a bad one. Many businesses scratch their heads, wondering what went wrong. A candidate looked perfect on paper, nailed the interview, and yet, months later, things start falling apart. Could the issue lie in the Selections Assessment itself?

The Cost of a Poor Hire

Hiring mistakes are expensive. According to the U.S. Department of Labor, a bad hire can cost up to 30% of an employee’s annual salary. That doesn’t even include the impact on team morale, productivity, and lost opportunities. When employees fail to meet expectations, leaders often assume it’s a performance issue. But in many cases, the real problem started before the person was even hired.

The Interview vs. The Real Job

Most interviews test how well someone can answer questions, not how they perform on the job. Candidates prepare for interviews, but that doesn’t mean they can handle the daily demands of the role. Many hiring teams focus too much on personality, communication skills, or past job titles without digging deeper into actual job fit. A strong selection process should assess work habits, motivation, and problem-solving ability—things a smooth talker can’t fake.

Gaps in Traditional Selection Methods

Many companies rely on resumes and interviews alone. That’s a mistake.

●       Resumes are often misleading. Candidates highlight achievements but leave out struggles.

●       References rarely tell the full story. Most former employers want to stay neutral or positive.

●       Interviews can be deceiving. Some people interview well but underperform once hired.

A solid Selections Assessment can help avoid these issues by identifying skills, personality traits, and work style before hiring.

When Selection Criteria Are Flawed

Sometimes, the problem isn’t the candidate—it’s how they were chosen.

1. Overemphasizing Technical Skills

Technical skills matter, but they aren’t everything. A great programmer who can’t collaborate will slow a team down. A salesperson with strong numbers but poor ethics can damage a company’s reputation. Soft skills like adaptability, teamwork, and communication should carry equal weight.

2. Ignoring Cultural Fit

Every workplace has a unique culture. A fast-paced startup may not suit someone used to corporate structure. A company with strict processes may frustrate an independent thinker. When culture and personality don’t align, even the most skilled employee will struggle.

3. Relying on the Wrong Tests

Some hiring assessments measure IQ or industry knowledge but fail to predict work behavior. A high score on a test doesn’t mean someone will excel in a real-world setting. The best assessments measure personality, motivation, and how a person reacts under pressure.

4. Not Considering Long-Term Potential

A great hire should grow with the company. If selection criteria focus only on current needs, a hire may outgrow the role or fail to adapt as things change. Companies should look for people who can evolve with the business.

Fixing the Selection Process

Improving hiring starts with a better assessment process.

●       Use data-driven assessments. These go beyond gut feelings and provide measurable insights.

●       Balance technical skills with soft skills. The best employees bring a mix of both.

●       Consider real-world job simulations. Instead of just talking about skills, have candidates demonstrate them.

●       Think beyond immediate needs. Hire for growth, not just for today.

Conclusion: The Role of Selection Support

Many companies struggle to refine their hiring process alone. That’s where expert support makes a difference.

Profiles Incorporated provides personalized consulting to support the assessment results of your employees. The company helps businesses interpret assessment findings and apply them effectively. Their services don’t stop at hiring. They offer in-depth training for managers, ensuring they understand how to use assessment data to develop and retain top talent. Additionally, administrative training helps companies take this knowledge in-house, giving them control over future hiring and employee development.

A good hire should stay a good hire. With the right approach, businesses can improve hiring accuracy, reduce turnover, and build stronger teams.