Reducing Hiring Risk: Six Steps to Getting Recruitment Right

Mis-hires don’t just cost time and money—they impact morale, project delivery and team cohesion. In a market where competition for talent is fierce and skills needs are constantly evolving, getting hiring right is more important than ever. 

At Interval, we work closely with companies navigating this challenge. Here are six ways we help our partners reduce the risk of a mis-hire and build high-performing, future-fit teams. 

1. Identify the Gaps Before You Recruit 

Hiring decisions should start with clarity and not a job spec from three years ago. A proper skills gap analysis helps you understand what your team has now, what’s missing and what capabilities you’ll need for upcoming priorities. 

By defining your real business needs, you avoid the risk of hiring someone who looks great on paper but isn’t equipped for what lies ahead. 

2. Prioritise Potential, Not Just Experience 

Experience matters but it's not always the best predictor of success. Many high-performing candidates today may not have a long CV, but they do bring adaptability, a growth mindset and fresh ideas. 

At Interval, we encourage our clients to look beyond industry tenure and focus on transferable skills, coachability and long-term potential. It’s a smarter, more sustainable approach to hiring. 

3. Rethink How You Assess Candidates 

If you want to hire differently, you need to assess differently. Traditional interviews and CV reviews won’t always surface the qualities that really count - like resilience, curiosity or strategic thinking. 

Incorporating practical tasks, scenario-based questions and skills assessments helps you evaluate what a candidate can actually do - not just what they’ve done in the past. 

4. Be Transparent About the Role 

Misalignment works both ways. Sometimes a hire fails not because the candidate isn’t capable - but because the reality of the role doesn’t match what they were sold. 

Clear, honest job descriptions that reflect your actual culture, expectations, flexibility and development opportunities help attract candidates who genuinely want what you’re offering. You’re not just selling a job—you’re setting the stage for a long-term relationship. 

5. Use the Interview to Set Expectations 

The interview isn’t just about screening talent - it’s a two-way conversation. It’s your chance to bring the role and the business to life, share the challenges ahead and give candidates a real sense of what it’s like to work with you. 

Let candidates meet future colleagues. Talk openly about the team dynamic, the pace and the expectations. This kind of authenticity builds trust and reduces the risk of surprises later. 

6. Work With a Recruitment Partner That Understands Fit 

If mis-hires are a pattern, it might be time to change the way you recruit. That’s where Interval comes in. We’re not just filling jobs - we’re helping you shape teams built for growth. 

We combine market insight, rigorous candidate assessment and a deep understanding of cultural and functional fit to ensure the people you hire today can drive your business forward tomorrow. 

Great hiring isn’t about avoiding risk - it’s about managing it with insight, intention and the right support. If you're ready to reduce the cost of mis-hiring and build a recruitment strategy that lasts, let's talk.