You could have Known This is Ben

Meet Ben

He applied for the sales manager position at your company. He submitted a polished résumé with an impressive background that included extensive sales experience. His enthusiasm during his interview stood out among the other candidates, and he seemed like a positive team player. His references checked out.

He seemed like the perfect person for the job. You thought, “Someone with this level of sales experience would be perfect to train and manage my sales team of twenty younger, more inexperienced individuals.”

He was hired in March as a new sales manager.

You waited to experience the tenacious force you had heard about in his interview, but his preference for working alone became clear, and he avoided engaging his team members. He lacked a sense of urgency and was inaccurate with numbers and data. He did not meet expectations even though you were sure he would exceed them based on his résumé, interview, and references.

Within five months, Ben was a problem.

By July, his energy faded. It was obvious that Ben was a bad hire. You just found out the hard way that the exact qualities that made him excel in his previous position, in his previous organization, did not translate to yours. Team morale dropped drastically and productivity was low. Team members escalated their frustrations with HR and voiced their need for a true manager.

Now what!?

Not only did this turn out to be a costly hiring mistake, but this one bad hire meant lost time, lost revenue, team damage, and countless costs of termination, and replacement. 

Don't get a Ben