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It's about crafting a journey that aligns with your aspirations, values, and skills. Whether you're just starting out or looking to take your career to new heights, a well-structured approach to career development can make all the difference. This article offers a comprehensive guide to help you navigate your path to success of all the below steps.

1. Self-Reflection and Goal Setting:

Begin by understanding your strengths, weaknesses, passions, and values. What drives you? What are your long-term goals? Setting clear objectives will give your career direction and purpose.

2. Continuous Learning and Skill Enhancement:

The job market is evolving rapidly, demanding adaptable skills. Invest in continuous learning by attending workshops, taking courses, and staying updated on industry trends. Acquiring new skills will not only enhance your value but also keep you engaged and competitive.

3. Networking and Relationship Building:

Building a strong professional network is essential. Attend industry events, connect on platforms like LinkedIn, and engage in meaningful conversations. Networking can open doors to new opportunities, mentorship, and collaborations.

4. Seeking Mentorship and Guidance:

Mentors offer valuable insights and guidance based on their experience. Seek mentors who align with your goals and can provide advice on navigating challenges and making strategic career decisions.

5. Embracing Challenges and Taking Risks:

Don't shy away from challenges. They are opportunities for growth. Stepping out of your comfort zone and taking calculated risks can lead to breakthrough moments in your career.

6. Setting Milestones and Assessing Progress:

Break down your long-term goals into smaller milestones. Regularly assess your progress to stay on track. Celebrate achievements and re-evaluate your goals as circumstances change.

Employer branding
The hidden costs of a bad hire and how to avoid them


Hiring the right talent is crucial for the success of any organisation. In this article, we will explore the various costs associated with a poor hiring decision and provide a step-by-step guide on how to avoid making one.

The costs of a bad hire

✔️ Financial costs. The most apparent cost is financial. It includes the expenses related to recruitment, on boarding,training, and salary paid to the employee. When a bad hire doesn't work out,these costs are essentially wasted.

✔️ Lost productivity. A bad hire can lead to decreased team productivity. This individual may struggle to complete tasks, causing delays in projects and potentially impacting the entire team's performance.

✔️ Team morale. The presence of an ill-fitting employee can lower team morale. Existing employees may become frustrated by the added workload or disruptions caused by the bad hire.

✔️ Customer impact. If the bad hire interacts with customers, it can lead to customer dissatisfaction and lost business. Customer trust can take a hit if they have negative experiences with an unqualified employee.

✔️ Reputation damage. A string of bad hires can tarnish your company's reputation. Word-of-mouth spreads, and potential candidates may become hesitant to apply for positions in your organization.

Steps to avoid bad hires

Step 1: Define clear job requirements. Start by clearly defining the job requirements, including skills, experience, and cultural fit. Ensure that the hiring team is aligned on these requirements and do not hide any skill in the job offer that might be required from a potential candidate.

Step 2: Use effective screening methods.Screen candidates thoroughly by reviewing resumes, conducting structured interviews, and checking references. Behavioral and situational interview questions can reveal a candidate's soft skills and problem-solving abilities.

Step 3: Skill assessments. Implement skill assessments or tests that are relevant to the job. This can help verify a candidate's proficiency in key areas.

Step 4: Behavioral assessments. Use personality and behavioral assessments to determine if a candidate's traits align with the company culture and the specific role.

Step 5: Multiple interview rounds. Conduct multiple interview rounds with different team members. This provides a more comprehensive view of the candidate and reduces the chances of bias.

Step 6: Check references. Don't skip reference checks. Contact previous employers or colleagues to gain insights into a candidate's work history and behaviour.

Step 7: Trial periods. Consider offering a probationary or trial period for new hires. This allows both the employee and employer to assess the fit before making a long-term commitment.

Step 8: Cultural fit. Assess a candidate's cultural fit within the organisation. Ensure they align with your company values and can work effectively with the existing team.

Step 9: Training and onboarding. Invest in thorough training and onboarding processes to set new hires up for success from day one. It is shocking how many companies forget about proper onboarding of new candidates. The hiring process doesn’t finish on giving someone a position and letting them be to their new job but proper introduction to organisational structure, employees, processes, different products or services available in the company (which can resolute in cross-selling in the future or finding more opportunities for the business even if the person is not part of the sales team).

Step 10: Regular performance reviews. Conduct regular performance reviews to identify and address any issues promptly.Provide feedback and opportunities for improvement.

Step 11: Continuous improvement. Continuously assess and refine your hiring process. Learn from past hires and adjust your approach as needed.


The hidden costs of a bad hire can be substantial, impacting finances, productivity,morale, and reputation. By following a well-defined hiring process that includes clear job requirements, effective screening methods, and ongoing assessments, you can significantly reduce the risk of making a poor hiring decision. Remember that hiring the right talent is an investment in the long-term success of your organisation.

Guide to an effective career development

Article offers a comprehensive guide to help you navigate your path to success.

Guide to an effective career development

7. Building a Personal Brand:

In today's digital age, a personal brand is crucial. Share your knowledge through writing, speaking engagements, or creating an online portfolio. A strong personal brand can enhance your credibility and visibility.

8. Work-Life Balance and Well-being:

A successful career is balanced by a healthy personal life. Prioritise self-care, manage stress, and find a work-life equilibrium that ensures sustainable success.

9. Seizing Leadership Opportunities:

Leadership isn't limited to titles. Take initiatives, mentor colleagues, and showcase your leadership qualities. Opportunities to lead can arise in unexpected places.

10. Embracing Adaptability:

Flexibility and adaptability are essential in an ever-changing job landscape. Be prepared to pivot, learn, and evolve as the demands of your industry shift.

11. Contributing to your Community:

Contributing to your industry or community can have a positive impact on your career. Participate in industry associations, volunteer work, or mentorship programs to give back.

Career development is a dynamic and continuous process. It requires self-awareness, dedication, and a willingness to learn and adapt. By setting clear goals, investing in your skills, and building a supportive network, you can steer your career toward success. Remember, your career journey is unique, and every step you take contributes to your growth and fulfilment.

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