Six ways to reduce the risk of a mis-hire

Recruiting the right talent is a widespread concern for employers, with over half (52%) expecting this to be a key external challenge facing their organisation over the next six months, according to our 2025 Employment Trends – Spring Update survey. But how can you get more accuracy in the selection process when some candidates seem ideal on paper, but when it comes down to it, they’re just not the right fit? Here are six tips to help you decrease your risk of mis-hires.

1. Understand your workforce’s skills gaps

Regularly conducting skills gap analyses is essential for staying ahead of the curve in today’s ever-shifting market. By assessing your current capabilities and identifying emerging skills gaps, you can proactively plan your talent acquisition strategies. Tools like skills matrices and competency frameworks can help you map out the skills of your existing workforce against those necessary for future projects. This approach will allow you to make better-informed recruitment decisions and minimise the risk of hiring someone who may not meet your future skills requirements.

2. Hire for potential over existing experience

Although existing experience can offer employers a sense of security, it doesn't guarantee that an individual will be the right fit for a role. While industry tenure and certain qualifications may be impressive, they won't always align with the unique needs of your organisation or the current market landscape. Given that experienced candidates often demand higher salaries, a mis-hire can be a costly mistake. Instead, hiring for potential can help you stretch beyond what looks good on paper, enabling you to focus on capabilities like adaptability, willingness to learn and openness to embracing change, which may prove to be more effective in bridging your workforce’s skills gaps and contributing to long-term organisational success.

3. Take a different approach to candidate assessment

If you’re planning on hiring for potential, you may need to alter how you assess applicants by adopting a more skills-based approach. This may include using behavioural and situational judgement tests, as well as technical assessments tailored to the specific skills you want to grow in your workforce. Incorporating AI-driven platforms to streamline screening can also help identify high-potential candidates more efficiently. These tools evaluate key competencies like problem-solving and adaptability, meaning you’ll be more likely to select applicants whose skillsets will support your needs.

4. Clearly communicate your EVP in job adverts

A mis-hire doesn’t always come down to the employer realising a new-starter isn’t living up to expectations; sometimes it’s the job that falls short for the employee. This can lead to dissatisfaction and a potential resignation, leaving you back to square one and dealing with the fallout of impacted team dynamics. To prevent this, write job adverts that are clear and give detailed insight into what the role entails and what it’s like to work at your organisation. Applicants want to know their day-to-day responsibilities, the company culture, flexible working options, opportunities for progression and the salary range. By including this information, you can increase your chances of receiving applications from candidates who resonate with your employee value proposition (EVP).

5. Enhance your interview process to align expectations

Beyond the job advert, the interview process is also an ideal time to give applicants a clearer understanding of expectations: do they meet your expectations and, just as importantly, does the role meet theirs? As well as asking the interviewee questions, you should allow time to delve deeper into the role itself and provide an authentic view of what it's like to work at your organisation. It can also be beneficial for prospective employees to meet their potential colleagues – outside of management – as this allows for a better judgment about whether they'd be a good fit with the culture. By attracting top talent who are excited about the true challenges and opportunities your organisation offers, you can mitigate the risk of new hires feeling disappointed or mis-sold.

6. Partner with a recruitment expert

If mis-hiring has become an all too regular occurrence for your organisation, it’s time to consider a different approach outside of your traditional recruitment methods. That’s where we come in. Skills and Learning can support you in avoiding mis-hires by finding, coaching, mentoring and training top talent for your organisation – all while remaining cost-effective. Our bespoke training programs allow us to equip you with high-potential professionals that have a skillset tailored to your organisation’s short- and long-term needs. Together, we can put an end to your skills gaps and mis-hire struggles.

To find out more about how Skills and Learning can support you with your next hire, get in touch with one of our experts today.