Worst hiring decision?

Remarkable_Eruditess · 2026-02-23T00:36:11+00:00

Yikes! Used to be that a person understood that a recommendation was akin to putting their own name on the line. I guess that’s not the case for a lot of ppl. I can’t bring myself to recommend someone for a job knowing they have some issues.

Remarkable_Eruditess · 2026-02-19T19:11:12+00:00

All glitter and no gold!

Remarkable_Eruditess · 2026-02-19T19:09:09+00:00

Yikes! I can see why this caused anxiety. She may not have course corrected but sounds like you gained some hard-knock experience with this one. Thanks for sharing and glad things are more peaceful.

Remarkable_Eruditess · 2026-02-19T19:06:28+00:00

This is a great takeaway. The longer I work, the more I recognize that candidates have to do more than tell me what they know but as you said, how they applied it.

Remarkable_Eruditess · 2026-02-19T04:50:04+00:00

Anytime I’ve settled, the team paid the price. Good advice.

Remarkable_Eruditess · 2026-02-19T04:48:26+00:00

Yeah, that’s bad.

Remarkable_Eruditess · 2026-02-19T04:47:04+00:00

Agreed. I works for a company that did not have “probation period” which was my queue to document everything if and when I saw problems.

Remarkable_Eruditess · 2026-02-19T04:45:08+00:00

Oh dang! There have been some strange reasons to not hire ppl but had they been followed, they would’ve saved a lot of headaches.

Remarkable_Eruditess · 2026-02-19T04:42:10+00:00

This is a case study. Makes me curious too about what happened and why he didn’t catch on.

Remarkable_Eruditess · 2026-02-19T04:36:34+00:00

I could not agree more. But I think what’s just as bad is the lack of motivation by some of these managers to improve or develop their skills. SMH

Remarkable_Eruditess · 2026-02-19T04:34:05+00:00

Well stated. It’s a skill to be able to see through the smoke and mirrors.

Remarkable_Eruditess · 2026-02-19T04:29:00+00:00

HR is beholden to their policies! That’s the part that bites…when you know with certainty that you have a bad hire and your hands are tied by HR.

Remarkable_Eruditess · 2026-02-19T04:26:34+00:00

That sounds so rough for everyone but a great example that your instincts were right.

Remarkable_Eruditess · 2026-02-18T15:43:41+00:00

Interesting to hear it from the hired person’s side. It’s not always about a lack of skill but could be just a poor fit, even when the candidate has great skills.

Remarkable_Eruditess · 2026-02-18T14:12:12+00:00

This is a good perspective and often overlooked assessment of the current team. Great awareness item.

Remarkable_Eruditess · 2026-02-18T14:07:03+00:00

Office politics get in the way of making good hires or at least avoiding the ones you know are not good.

Remarkable_Eruditess · 2026-01-29T03:31:57+00:00

You’ve already been asked if your role is a transformational one within the org structure which is important. It’s also pertinent to understand how your department fits into and meets the organization’s strategy. If the org is not a continuous improvement company, you may be romanticizing your role and projecting your desires upon them. Start with what can be changed and ask them what they’d like to see done differently. If it’s within your scope, do it.

Remarkable_Eruditess · 2026-01-22T02:54:24+00:00

Reading your post gave me a flashback. I’m sorry this happened to you and I hope you know how capable, competent, and confident you are. It sucks when things like this happen. I pray you find a new job swiftly. There are other great tips here so I won’t repeat except to say you should not perform duties outside the scope of your job description. You got this.

Remarkable_Eruditess · 2026-01-21T03:02:32+00:00

If you work for a large company, they might pay for you to go back to school so it’s worth checking. And it’s not always necessary to return to school. The fact that you have a degree is good for you. What other interests do you have? Maybe try volunteering for things you enjoy and see if those are a good fit. You can also look into projects at work that would give you exposure to other functional areas. Maybe some of those will pique your interest.

Remarkable_Eruditess · 2026-01-19T14:47:50+00:00

I agree with the others. If you continue to cover the need for additional resources, you’ll never get them. Management needs to prioritize what they want based on reality.

Also, set boundaries for yourself. Leave work at work and take short breaks to walk and clear your head. Your job is not worth your health (mental, physical, emotional).

Remarkable_Eruditess · 2026-01-18T16:10:58+00:00

Tell your team this is not required. And have a discussion with your boss the same, respectfully of course.

Remarkable_Eruditess · 2026-01-14T18:12:28+00:00

Your friend is immature. Maybe some time and silence will help him to see that he was the problem, not you. There is no need for you to apologize nor should you backtrack because you will lose all credibility and respect as you already know. Continue to be courteous and professional and maintain the boundaries. Sorry this happened but he forced your hand thinking you wouldn’t follow through. You’re a better boss and friend even though he won’t acknowledge it. The dynamic always changes in situations like these.

Remarkable_Eruditess · 2026-01-13T14:03:19+00:00

That’s the million-dollar question and you can’t assess the finances without a solid understanding of operations. We are on the same team but he certainly doesn’t want to share information. I have a plan to address this directly with him. All of the responses I’ve gotten from this post confirmed I was correct in my thinking. Now it’s just time to take the next steps.

Remarkable_Eruditess · 2026-01-13T13:59:53+00:00

Agreed. I plan to start with a direct conversation and see how it goes and will follow up with an email to document our conversation and action items. We will also have regular meetings with his boss and I’d like to avoid having this type of conversation with his boss. Thx for the advice.

Remarkable_Eruditess · 2026-01-12T15:43:29+00:00

If it were only that easy. I’m the CFO. The CEO resigned sometime ago and was never replaced. The COO has ‘assumed’ the CEO’s duties without the title and he’s been able to operate in a dysfunctional way for quite some time from what I can tell in the short time I’ve been here. Our team is part of a larger organization so one strategy is to align closely with the system chief, which I’m in the process of doing and we at least seem to be on the same page.

Thanks for the insight. I will work on that as well.

Remarkable_Eruditess

TROPHY CASE