How to Implement Hire Slow, Fire Fast Practices

In November 2021, 4.5 million people voluntarily left their jobs.  With so much turnover in the labor market, companies are rushing to fill open positions… and not always successfully.  Nearly 3 in 4 employers say they’ve hired the wrong person for a position before.  When a business makes a hiring mistake, they need to be quick to fix it.  Otherwise, their team faces the consequences.  Be slow to hire and quick to fire.

But what does hire slow, fire fast really mean?  To start, it means taking time to consider what one’s business really wants from a new hire.  Don’t just replace the last person that left, and don’t hire someone simply because they were early to apply.  Draft new job descriptions based on current business goals and describe skills needed for long-term success.  On the flip side, firing fast doesn’t mean terminating employees on a whim.  This strategy is no replacement for training, coaching, or changing roles to suit a good, but struggling employee.  The important thing to consider is fit; keeping a bad fit on a team causes everyone involved to suffer.  For something as difficult as firing, approach employees with compassion and help aid their transition.