Monthly edition “UP ONLY” №27

14 September 2026   •   no comments   

Have you ever interviewed a candidate who looked perfect on paper — they had the right experience, skills, and background — but during the interview, something just didn’t feel right?

Perhaps they seemed distracted, unfocused, or simply not fully present.

So, what should you do in that situation?

Reject it and keep looking?
Or accept it and hope it works out?

The best approach is to address the situation openly and try to understand what may currently be affecting the candidate and how they perceive their circumstances.

Sometimes, the issue may stem from difficulties in their current workplace that have left them unsettled or demotivated. In that case, it’s important to understand their expectations and ensure the same situation is unlikely to repeat itself in your company.

In other cases, the candidate may be dealing with a personal matter that requires their attention. If so, discuss whether there is a realistic timeframe in which the issue can be resolved. If your hiring timeline allows it, giving them some space before starting may be the best solution.

However, if the situation is ongoing and unresolved, it may be wiser not to hire them immediately. Instead, leave the door open for them to apply again when they are in a better position to fully focus on the role.

Otherwise, you risk prolonged onboarding, reduced productivity, and avoidable mistakes.

Of course, this recommendation applies only when the candidate has previously demonstrated strong performance and loyalty in past roles.

The same can apply to current employees

If one of your existing employees is going through a difficult period and they have a history of strong performance and commitment, offering support can make all the difference.

If the issue is personal, try to be understanding. If the issue relates directly to their role, look at what can be improved within the work environment itself.

Very often, once the situation is resolved, the employee returns to being productive, loyal, and a valuable long-term asset to the company.

💡 Our Tip

Always offer support to valuable people already “on board” so they can work through temporary challenges successfully.

Give potential candidates time to work things out before you hire them. However, excellent past performance must always be a prerequisite, both for candidates and for employees.

Our personality potential questionnaire can also help identify whether a person’s current state is temporary or part of a deeper pattern.

SEE WHAT THE QUESTIONNAIRE IS ABOUT


UPCOMING PRACTICAL TRAININGS:

Yavor’s Achievement

I want to show you something real. Not theory. Not a promise. But the story of a man who today has the freedom to be at the seaside while his company keeps growing.

This is Yavor.

Every question used to wait for his answer, every problem used to wait for his solution. Now his company is growing without him having to act like a firefighter, putting out every problem every single day. He has implemented all the practical solutions and communication rules from our business methodology, and now he’s relaxing by the sea.

Watching the video, you’ll probably ask yourself: « Yes, but how do you get there? »

It’s important to be honest.

Yavor didn’t gain this freedom after one day. And he didn’t gain it after one seminar.

Becoming a Free Boss happens step by step. But there is a first step, without which the next ones almost never happen.

For Yavor, that step was the « Free Boss » training

Life is a beautiful adventure. There is something sure and that is to know how to handle life makes it easier and happier. – Monique De Clerk, founder of New Generation Family

In this interesting economy and time it is very important to relay on exact tools for prosperity. We deliver that since 30 years.
Success and up only!
Marc De Turck – founder of FreeBoss

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