The Hidden Cost of a Desperation Hire: Lessons from My Own Experience

This past weekend I was reviewing some of my notes from the last ten years and came across a reminder of the time I skipped a step in my interview process. Check out my article on LinkedIn (or just read it here...) to learn more about the costly mistake of a desperation hire and the importance of sticking to your hiring process.

Andy Strandquist

Principal @ Strand Human Metrics | Talent Acquisition | People Strategy, Helping my clients build exceptional teams

August 4, 2024

Opening a new business, adding headcount, or in this instance, launching a retail location is an exciting but challenging venture. Back in 2017, I found myself navigating this process while juggling multiple responsibilities: project managing the store buildout, running another retail location, and being in the midst of a business acquisition. On top of this, I'm a husband and a dad. Wearing too many hats, I made a decision that I now use as a cautionary tale whenever I discuss hiring practices.

In the middle of this whirlwind, I needed to make a hire quickly. Pressured by time and overwhelmed by my responsibilities, I fast-tracked my interview process to get a warm body into my store. Reviewing my interview notes later, it was clear I knew at the time that this was a bad idea. This was the only person I hadn't followed my complete process for in probably ten years.

The outcome was predictably disastrous. This desperation hire cost our organization business. What if I had hired someone else? How much more productive could they have been? These questions haunted me as I realized the gravity of my mistake.

After a brief onboarding period, I made the quick decision to part ways with this individual. However, the damage was done. It took another 60 days to hire, onboard, and get the next person executing their role effectively. In this period, we lost valuable time and business momentum, essentially losing an entire quarter.

The only silver lining was that this occurred in Q1, typically our slowest time of year. If there's a best time to test things, make mistakes, and learn, it's then. However, this experience reinforced a crucial lesson: never let outside pressures compromise your hiring process.

This lesson was underscored in 2020 by an interaction with one of my early clients. They questioned a particular step in my hiring process and asked if they could skip it. To be clear, this step required a 2-4 hour commitment—ironically, the same step I had ignored in my own learning experience. I made it clear that I would not recommend skipping this process and shared my personal experience to highlight the potential consequences. Generally, skipping this step might seem like a shortcut, but it often leads to long-term setbacks.

While this example is rooted in retail sales and service, the principle applies universally. Any business where people work together toward a common outcome—be it a team environment, collaborative projects, or service-oriented roles—can fall prey to the pitfalls of a desperation hire. The cost of a rushed decision can ripple through the organization, impacting morale, productivity, and ultimately, the bottom line.

If you don't have a consistent hiring process, create one. If you don't have the time, get in touch with me. I can offer unbiased assistance to ensure you avoid the costly mistake I made. Consistency in hiring is not just a process—it's a safeguard for your business's future. Let's ensure you never have to learn this lesson the hard way.

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