5 signs you hired the wrong candidate for the job and what to do about it

5 signs you hired the wrong candidate for the job and what to do about it5 signs you hired the wrong candidate for the job and what to do about itSometimes, a new hire turns out to be the wrong one.Here are five signs you didnt pick the right person for the job, and what to do about it.They show you that they dont actually want to do the workResearch has found that 64% of job candidates are better on paper than in person during interviews, but what if the reversal of fate happens once they actually start the job?This type of new hire might never contribute in meetings, seem two-faced when it comes to getting things done and generally acts like theyd rather be anywhere else but at work.This isnt someone you want on your team.They talk, talk, talk all day longHow is your team supposed to get work done if the new employee cant stop talkingabout non-work topics?While they should definitely make an effort to get to know people, they should also set boundaries for themselves so they dont t hrow off other team members with excessive chatting. They should use lunch breaks, conversations by the water cooler and company events toreally get to know people.Theyre a know-it-allWhats more annoying than working with someone who thinks they know everything? This is a classic office know-it-all.If your new hire is constantly telling others on the team why theyre right and everyone else wrong, you know youve got a problem on your hands.Team members dont like working with themChances are, youll hear about how difficult they are to be around from your other direct reports. You might even witness someone complaining about them once theyve shown their true colors.They cut out of work very early- every day of the weekThe last thing new team members should be doing is leaving excessively early every day, especially without the managers permission.Its one thing if the new employeedont have much to do on the first day- once introductions have been made, theyve gone to orientation, and t heyre set up at their workstation- but its aleidher if they always leave early with heaps of work to do.What to do if you hired the wrong personThere are a few ways to move forward.Dont have a sloppy hiring processBrian Sutter, Director of Marketing at Wasp Barcode, writes about this in Entrepreneur.After mentioning how employers should monitor how new employees do when they start their position, among other points, he writes, for small business owners with a lot to do and notlage enough time to do everything, it may be tempting to hire someone quickly to help with demands. Unfortunately, quick decisions made on hires often turn problematic for companies, costing money and time small business owners dont have. If you simply cant do the legwork, consider using an employment agency or recruiter to help you find the right fit.Get them a mentorA mentor might be able to help the new hire improve their performance.Offering mentoring is another good way for an employer to orient a struggl ing employee. A mentor can provide vital information about the company, office culture and the reporting structure. A mentor is usually not a direct supervisor, but rather a talented and well-connected employee whos been around for a few years, a Robert Half blog post reads.The company later released research showing thatamong business owners who hired the wrong person for the job, 53% agreed that it increased stress on the team.Let them goThe Harvard Business Review features information about how it might get to this point, and includes commentary from Claudio Fernndez-Aroz, an author and senior adviser at Egon Zehnder International.In the worst cases, termination may be your only option, particularly if you find that the problem is not coachable, if you are unwilling to further invest in coaching, or if the error or behavior is intolerable. It should be your last resort, however. Most likely as the hiring manager you have a large share of responsibility for the mistake, and thus s hould never fire a person without thoughtful consideration, says Fernndez-Aroz. If you have to let someone go, take a hard look at the hiring process you used and figure out how to change it next time around, the publication reads.