Did you hire that JERK!?

So you are interviewing and you feel that you have got the best person for the job.

Fast forward 90 days:
You are sure that 90 days back, the person whom you found the best person for the job and for the team is a jerk.

So much so, that you are ready to bet your fortune on it!
So much so, that it has become a public act!
Actually it didn’t take you 90 days to figure that out, but isn’t 90 days what every management book tells you should wait before making a judgment over a new employee?

Now the perils this jerk can bring are that:
1. She can drive away other talented people simply by being annoying, acting tough, unlikable or simple by being know-it-all.
2. Her personal limitations can prevent her from accepting the change is what she needs and not everyone around her
3. She won’t be able to let the organization drive changes even if it’s a do or die situation
4. To top it all, everyone will know that you have brought this jerk onboard and they will talk about it in hush-hush tones on water cooler and in loud voices after getting drunk

If you have ever been this hiring manager, take heart from this:
Every hiring manager has at least one horror story about having hired jerks; you are not alone.

Need of the hour is to not to brood about it or to prove the jerk is indeed a role model for everyone to follow (which is what most of them try to do usually).

Only way to mitigate the damage done by a jerk is weed her out of the system. No excuses for that, you see…

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