What Should I be Doing if I Keep Hiring the Wrong People?

Woman walking through a revolving door carrying a laptop case

Hiring’s meant to solve problems, not create new ones. But if you’re finding that new starters just aren’t sticking, or they’re not quite what you expected, you’re not alone – and you’re definitely not doing anything “wrong.” It just means that you’re hiring the wrong people and so something in your process needs a tweak.

Here’s what might be causing the problem and more importantly, what you can do differently to turn it around.

1. Are you hiring based on skills… and forgetting about attitude?

It’s easy to get caught up in what’s on a CV: systems used, years of experience, job titles that sound “similar.” But even if someone ticks every skills box, if their attitude isn’t right, or their personality doesn’t suit your team, you run the risk of hiring the wrong people.

You need someone who’s going to roll their sleeves up when it’s busy. Someone who’ll fit into the culture of your business. Not just someone who once used the same CRM five years ago.

That comes down to knowing what kind of attitude works well in your business and asking the right questions to get a proper sense of the person behind the CV. You’re not just hiring a skillset; you’re hiring a human being.

2. Are you being sold to by the candidate… and buying it?

Some people interview brilliantly. They’re confident, quick to build rapport, and say all the right things. But that doesn’t always translate into actual performance.

If you’ve had a few too many hires where the person seemed great in the interview but then floundered in the role, it might be time to look at how you test real-life ability.

Could you:

  • Set a short task relevant to the job?
  • Involve someone from the team for a second opinion?
  • Ask for examples of how they’ve approached certain challenges and how that would apply in your team?

It’s not about catching people out, it’s about working out if what they say matches how they’ll show up in your business.

3. Are you being too quick to hire… or too slow?

Hiring too quickly can mean you skip important steps. Hiring too slowly means good people get snapped up elsewhere.

If you’re losing people at offer stage, or your gut’s unsure but you offer anyway “just to get someone in”… that’s a red flag.

Streamline your process without cutting corners:

  • Be clear up front about timelines and keep them as short as possible
  • Block out time in your diary before you even advertise, so interviews don’t get delayed
  • Be prepared to walk away if someone isn’t right – no matter how desperate you feel


4. Are you being honest about what the job’s really like?

Of course you need to sell your business to a potential hire. But it’s essential to do that honestly – warts and all.

Don’t gloss over the trickier bits. If the office is a bit hectic, the team’s been through change, or there’s a steep learning curve, say so.. If someone’s put off by the challenges, they were never going to last anyway.

The right person won’t be scared off by the reality. When you’re honest about the full picture, it builds trust. And trust is what turns “new hires” into long-term team members.

5. Are you working with the right recruiter (if any)?

If you’re using agencies but still getting the wrong hires, it might be that you’re not getting the level of service your business needs.

A good recruiter should:

  • Meet you face-to-face (to properly understand your team culture and setup)
  • Challenge you if expectations are not in line with the market
  • Only introduce people they’ve personally met with, assessed, and genuinely believe will thrive in your environment

If you’re just being sent over a pile of CVs with no real context, no proper conversation, and no thought behind the match, then that’s not a partnership. That’s guesswork.

Final word

Hiring the wrong person now and then is inevitable. But if it keeps happening, don’t beat yourself up, just take a step back and adjust your approach.

A few smart changes can save you a lot of money, time, and stress in the long run.

And if you want any more advice on your recruitment process, please feel free to get in touch, we’d be happy to help!