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1. Fear of new hire remorse

You’ve probably felt buyer’s remorse before. It’s an emotional experience whereby a person feels remorse or regret after a purchase. It works the same way in the hiring process. Realize in the back of every hiring manager’s mind is the question of whether or not they will regret the hiring decision weeks or months down the road.

2. Fear that the wrong choice will diminish the respect of others

Peer pressure is alive and well even in the business world. The pressure to please a boss and do an outstanding job ranks high on the list of most managers. Why is this? One bad hiring decision can instantly diminish the respect of a boss. Lost respect can take months or even years to rebuild. Sometimes it’s not recoverable. The desire for approval and recognition from a domineering boss and colleagues can be intense and weighs heavily on the mind of a hiring manger.

3. Fear of the unknown

A job candidate may look great on paper. A job candidate may even shine during a job interview. All these promising indicators still don’t answer the question, how will he or she do in the position? Sometimes the only way managers know is after the fact when the candidate is fresh into the orientation and training phase. Here are the unknowns that every manager fears. Will this candidate turn out to be the right one? Will this ca

gret the hiring decision weeks or months down the road.

2. Fear that the wrong choice will diminish the respect of others

Peer pressure is alive and well even in the business world. The pressure to please a boss and do an outstanding job ranks high on the list of most managers. Why is this? One bad hiring decision can instantly diminish the respect of a boss. Lost respect can take months or even years to rebuild. Sometimes it’s not recoverable. The desire for approval and recognition from a domineering boss and colleagues can be intense and weighs heavily on the mind of a hiring manger.

3. Fear of the unknown

A job candidate may look great on paper. A job candidate may even shine during a job interview. All these promising indicators still don’t answer the question, how will he or she do in the position? Sometimes the only way managers know is after the fact when the candidate is fresh into the orientation and training phase. Here are the unknowns that every manager fears. Will this candidate turn out to be the right one? Will this ca

pect of a boss. Lost respect can take months or even years to rebuild. Sometimes it’s not recoverable. The desire for approval and recognition from a domineering boss and colleagues can be intense and weighs heavily on the mind of a hiring manger.

3. Fear of the unknown

A job candidate may look great on paper. A job candidate may even shine during a job interview. All these promising indicators still don’t answer the question, how will he or she do in the position? Sometimes the only way managers know is after the fact when the candidate is fresh into the orientation and training phase. Here are the unknowns that every manager fears. Will this candidate turn out to be the right one? Will this ca

ing a job interview. All these promising indicators still don’t answer the question, how will he or she do in the position? Sometimes the only way managers know is after the fact when the candidate is fresh into the orientation and training phase. Here are the unknowns that every manager fears. Will this candidate turn out to be the right one? Will this candidate be a good or bad return on investment? How long is this candidate likely to stay?

4. Fear of losing self-esteem

When a hiring manager experiences one two many bad hires, it’s highly potential for that manager’s self-esteem to take a nose-dive. Dale Carnegie, human relations genius, recognized that each person craves a “feeling of importance.” Bad decisions rob us of self-esteem. To enjoy life, a good dosage of self-esteem is in order.

5. Fear that a bad hire will negatively affect department morale

A bad hiring experience can often suck the life out of department. Because of that person’s ineffectiveness and eventual absence, department morale will often dip and the increased workload will weigh heavy on other team members until a more suitable person can be found to fill the position.

Be Sensitive to a Manager’s Fears

To soften a manager’s fear of a bad hire, show and tell why you will be a good hire for the company. Be sure to not overstate your claims and promises. To win interest and trust, the manager must believe what you are saying, so nothing beyond the point of belief. Remember that managers get a good feeling when they sense a job candidate has been loyal, dependable, and devoted to previous employers.