No matter how extensive your hiring process is, there are some things you just can’t plan for. You can spend hours pouring over resumes and conducting screening calls until you finally narrow down the candidates. You can conduct multiple rounds of interviews with people from different departments and order background checks. But, in the end, even when a candidate seems like the perfect fit, they might not live up to your expectations. Though a candidate might look good on paper, when they start work you may discover that they have a bad attitude or terrible work ethic. Or, they might be extremely smart and motivated, but unwilling to take criticism or work as a team. If your new hire displays any of these signs, it may be time to reconsider if they are a good fit for your company. Bad hires aren’t just unpleasant to work with, they affect the bottom line. According to a survey by CareerBuilder, 42% of companies said that a bad hire had cost them at least $25,000 in the past year. 25% of companies said a bad hire had cost them at least $50,000. These employees may be reducing productivity, sinking morale, and tarnishing client relationships. If they’re not an asset to the team and they’re not improving, it’s better to cut ties sooner than later when more damage will be done. So how can you avoid making a poor hiring decision? There’s no exact formula, but there are steps you can take to weed out poor prospects. Most importantly, it’s essential to take your time with the hiring process, even if you desperately need extra help. If you’re not sold on a candidate, don’t settle. It’s also a good idea to ask for referrals. This will help you understand how the candidate works with others and give you insight into their character. To be extra safe, you may want to hire a candidate with a probation period to assure they aren’t just equipped for the job, but also a good culture fit.