How To Avoid Hiring A Toxic Employee

Toxic Employees

• Costly to organizational culture; similar to contagious diseases.
• Research by Dylan Minor and Michael Housman indicates one toxic employee negates the gains of two superstars.
• Superstars add approximately $5,000/year; toxic employees cost around $12,000/year.

Importance of Civility

• Rude employees have a stronger negative impact than civil employees.
• Essential to identify and avoid toxic individuals in hiring processes.

Interviewing Strategies

• Look for Civility:
     - Ask about past situations instead of hypothetical questions.
     - Request multiple examples of behavior that align with company values.
     - Use structured interviews for predictability and performance assessment.
• Sample Interview Questions:
     - What would your former employer and subordinates say about you?
     - Describe a stressful conflict and your response.
     - Provide examples of effective management or supervision.
     - Discuss your improvement areas and difficult work interactions.

Behavioral Observations

• Assess punctuality and candidate's attitude towards former employers.
• Evaluate candidate’s accountability and respect toward all staff members.

Involving Team in the Process

• Candidates should engage with teams informally (e.g., lunch, sports) to assess fit with company values.

Reference Checks

• Obtain specific behavioral examples from references regarding candidate’s civility.
• Utilize follow-up calls for deeper insights and observe tone and demeanor of references.
• Broaden reference checks to include various contacts (e.g., community figures, coaches).

Self-Reflection for Interviewers

• Model civil behavior; candidates will observe treatment from interviewers.
• Internal feedback at organizations indicates the importance of overall candidate experience.

Final Recommendations

• Conduct thorough behavioral interviews and reference checks.
• Investigate candidate's background thoroughly to avoid hiring toxic employees.