Hiring Mistakes Quotes

In looking for people to hire, look for three qualities: integrity, intelligence and energy. And if they don't have the first, the other two will kill you.

The biggest mistake, in general, I've made, is to put too much of a weighting on someone's talent and not enough on their personality. And I've made that mistake several times. I think it actually matters whether somebody has a good heart, it really does. I've made the mistake of thinking that it's sometimes just about the brain.

The toughest are people mistakes, when you put the wrong person in a job. Sometimes you're too slow to move them out. Or not getting the right people involved to solve a problem, or doing something out of anger; you learn, just don't do that. But I'd have to say the Whale was one of them, and I would also have to put Bear Stearns and Washington Mutual on the list at this point.

Generally the reason they fail in the job is, you made some mistake in the hiring process in that you didn't match... them to the needs of your company accurately enough. That's the #1 reason this fails. And that's generally a good place to start: Here's where we are and here's what I didn't recognize about us and about you when I made the decision, and now it is what it is.

One thing I never thought about in my big-company job? Cash flow. When your business has billions of dollars in revenue, you can make a lot of mistakes and still have a viable business. But in a startup, make a few hiring mistakes, and you can find yourself in real jeopardy fast.

We're really critical with the process of who we hire. But when you put great people in position, that's how you avoid any missteps.

A music director cannot and should not be chosen on the basis of a first date. It is not so difficult to make a good impression with a single appearance, usually containing some of a conductor's party pieces, works they have performed successfully many times before.

Companies that I've been very involved with, that have had a very bad first hire in the first 3 or so employees never recover from it.

The wrong personality with the greatest resume in a business will not grow that business.

No police department should hire more quickly than they can assimilate the people that they bring in, and we did. I take responsibility for it. It was the first opportunity I had to hire, and I wanted to do it, and I take responsibility.

The moment you feel the need to tightly manage someone, you've made a hiring mistake. The best people don't need to be managed. Guided, taught, led-yes. But not tightly managed.

As a business owner or manager, you know that hiring the wrong person is the most costly mistake you can make.

It's easy to hire too fast and have chaos and disorganization and insufficient management.

Often, the pressure of the business and fear of having an open position encourages us to hire people who are either not right for the job or not ready to take on the responsibility.

The cost of getting an early hire wrong is really high.

Traditionally women have been more reticent to acknowledge their ambition and to say it with pride. So I like having people who work for us who are ambitious, engaged, respectful. Mis-hiring is a huge mistake. It's a tremendous opportunity cost throwing the position to the wrong person.

Great companies have been reduced by hiring executives that don't work out.

The second part of how to hire: try not to.

I always have an idea before we even start the movie because if you hire the wrong person, within a couple of days you're going to know that and you're going to be really panicked.

Why bad people - who are bad to other people - keep getting hired after they have proven their selves time and again is a mystery to me.

The single biggest lesson I learned was when a hire isn't working out fire them fast. My biggest mistakes, and where I've seen the worst results, were when I gave someone too many chances, or let a situation drift on for too long because I couldn't bring myself to terminate it.

In the early stage of a startup, hiring senior people is usually a mistake. You just want people that get stuff done.