Why it makes sense to “Hire Slow, Fire Fast”
Running a small business means every hire matters. The right person can lift your business. The wrong one? They can slow things down, affect morale, and cost you more than just money. That’s why the old saying "hire slow, fire fast" holds so much truth, especially when you're juggling everything as a small business owner.
Here is how that plays out in the real world, and how recently proposed UK Employment aw changes mean you’ll want to approach it even more carefully in future.
Why You Should Hire Slowly
When you're under pressure, it's tempting to rush recruitment. A team member leaves and suddenly you're buried in their work. But rushing often leads to hiring the wrong person and then you're in a worse position than before as you have wasted time on training and investing in someone who is not the right fit.
Here’s how to slow down and hire right:
1. Get clear on what you actually need
Before you post a job advert, ask yourself, what are the must-have skills? What kind of attitude or personality will fit your team? What will success look like in this role after 3 months?
2. Use structured interviews
Unstructured ‘chats’ can feel natural but they are unreliable. Use the same set of questions for every candidate to ensure that you are comparing “apples to apples”.
3. Add real tasks
Set a short, relevant task (paid if needed).You’ll learn a lot more from how someone works than how they talk about how they work.
4. Sleep on it
If you're not 100% sure, take a pause and time to reflect. Recruiters will want you to make a quick decision, but that doesn’t have to mean immediately after the interview. A good candidate today will still be good tomorrow. Don't ignore red flags just because you're desperate to fill the gap.
When It’s Not Working Out: Fire Fast
You’ve given someone a chance, but something doesn’t feel right. Trust your gut, but be sure to back it up with facts and observed behaviours.
Here’s what that might look like:
- They miss deadlines or produce poor quality work.
- They don’t take feedback or repeat the same mistakes.
- They disrupt the team or bring down morale.
- You’re spending more time managing them than focusing on your business.
Someone once told me:
“If you wake up worried about a staff member for three days in a row, it’s probably time for them to go.” And they were right!
Trying to force it to work drains your time, energy, and team dynamics. If it’s not working, and you’ve tried putting in place steps to support them, it’s okay to let them go quickly and professionally.
But here's the catch, UK dismissal laws may be changing. When the Labour Government came into power, they immediately proposed as part of their “Make Work Pay” plans, to give all employees the right to claim unfair dismissal from day one of employment.
This means that you will no longer be able to do as you can today and release someone from your business with less than two year’s service without going through a full performance or disciplinary process.
That means the days of casually letting someone go “because it’s early days” will be over.
So get into good habits now and be prepared for these changes by:
- Ensuring you have evidence: Keep notes of issues you’ve spotted, for example, missed targets, poor attitude or customer complaints.
- Give clear feedback: Let the employee know what’s wrong and give them a chance to improve
- Document your process: Even short informal discussions should be followed up in writing
- Be fair and consistent: Treat everyone to the same standards, it is important not to have favourites which can potentially lead to claims of discrimination
If you’re unsure, get advice, a quick call with your HR consultant (like us!) can save a tribunal headache later.
The Challenge of Interviews in the AI Era
These days, candidates can use AI to write CVs, cover letters, even rehearse perfect interview answers.
But the real test?How they perform once they’re in the job.
If you realise someone oversold themselves, ask:
- Do they have the potential to grow into the role?
- Can they improve fast enough for what the business needs right now?
- Are you spending too much time hoping instead of seeing results?
If not, it's time to move on.
Focus on Your Next Right Hire
Once you’ve made the tough decision to let someone go, don’t rush the next hire.
Instead, reflect on what didn’t work last time, what can you do differently, can you trial someone first(e.g. temp-to-perm or freelance).
Every mis-hire is a chance to learn and improve your recruiting process.
Hiring slowly gives you space to choose wisely. Firing quickly stops the damage from dragging on. It's not about being ruthless, it's about being responsible. To your team. To your customers. And to yourself.
If you need support with recruitment or managing dismissals, and want to avoid costly tribunal claims, get in touch with us at Dakota Blue Consulting today.