A bad hire costs far more than a salary. Research cited by the Harvard Business Review has put the share of employee turnover caused by poor hiring decisions as high as 80%, and the damage shows up in morale, client relationships and lost sales long after the exit interview. Here is how to avoid making one.
Before you interview
- Be specific about the role. Go beyond a generic job description and profile the traits and skills your team actually needs, with input from the people who will work alongside the hire.
- Separate non-negotiables from nice-to-haves. List personality and skill requirements in two columns before you meet a single candidate, so you are not deciding under pressure.
During the interview
- Ask behavioural questions. Responses grounded in real past experience are far more predictive than hypothetical answers.
- Don’t settle for half a fit. A candidate who meets only half your criteria is rarely worth the compromise.
- Trust your gut on red flags. If something nags at you in the interview, do not talk yourself out of it.
Before you make the offer
- Call references directly. A phone conversation reveals far more than a written reference letter ever will.
- Check their public profile. What a candidate posts publicly is a reasonable proxy for judgement and professionalism.
- Judge the person, not the pitch. A compelling personal story or a viral social post is not a hiring qualification on its own.
After they start
- Invest in onboarding. Research from the Brandon Hall Group links a strong onboarding process to significantly better retention and productivity in a new hire’s first year.
Frequently asked questions
What percentage of turnover is caused by bad hiring decisions?
Research cited by the Harvard Business Review puts it as high as 80%.
What is the biggest red flag to watch for in an interview?
A gap between how a candidate describes their experience and how they answer specific, behaviour-based questions about it.
Should I always check references before hiring?
Yes. A direct phone conversation with a previous employer reveals far more than a written reference.
Does onboarding really affect retention?
Yes, a structured onboarding process is strongly linked to better first-year retention and productivity.
Where can I get guidance on fair hiring practices in South Africa?
The Department of Employment and Labour publishes guidance on recruitment, employment equity and fair labour practice.
Further reading: How a toxic employee can cost your business thousands
Originally published in June 2016. Updated September 2026.
