How to spot toxic employees before you hire them — Quartz at Work: Screening for toxic employees when hiring
Managing a toxic employee is difficult enough. Weeding them out during the hiring process can be an even more difficult challenge. Some people are good on paper and perform well in interviews. Their toxic qualities only come out once they are engaging with coworkers, handling challenges, or working under pressure, which is why honing your hiring process to spot troublesome signs early is key.
Interviewers and hiring managers need to “be on the lookout for signs of civility,” as leadership expert Christine Porath puts it. Ask candidates about previous experiences rather than engaging them in hypotheticals. So, for instance, rather than asking someone how they would handle a difference of opinion with a co-worker, ask for specific examples of how they’ve resolved conflicts in the past.
Most people, especially seasoned candidates, come to interviews having prepared a stock answers. When you ask a question, don’t settle for a rehearsed or overtly trite response. Ask for multiple examples of how they handled different personalities and dynamics in the workplace. By asking them to dig deep, you’re likely to get answers that are more honest, more spontaneous, and more indicative of their potential for toxicity.
Managing a toxic employee is difficult enough. Weeding them out during the hiring process can be an even more difficult challenge. Some people are good on paper and perform well in interviews. Their toxic qualities only come out once they are engaging with coworkers, handling challenges, or working under pressure, which is why honing your hiring process to spot troublesome signs early is key.
Interviewers and hiring managers need to “be on the lookout for signs of civility,” as leadership expert Christine Porath puts it. Ask candidates about previous experiences rather than engaging them in hypotheticals. So, for instance, rather than asking someone how they would handle a difference of opinion with a co-worker, ask for specific examples of how they’ve resolved conflicts in the past.
Most people, especially seasoned candidates, come to interviews having prepared a stock answers. When you ask a question, don’t settle for a rehearsed or overtly trite response. Ask for multiple examples of how they handled different personalities and dynamics in the workplace. By asking them to dig deep, you’re likely to get answers that are more honest, more spontaneous, and more indicative of their potential for toxicity.