5 Hiring Mistakes That Are Costing You Your Peace of Mind

(Lessons for Nigerian Entrepreneurs)

Let me say this upfront: 90% of entrepreneurs I’ve met complain about one thing — employees.

They say things like:

• “My staff don’t think at all!”
  
• “I can’t trust them with any serious responsibility.”
  
• “If I travel for one week, the business will collapse.”
  
• “My staff keep leaving after I train them!”
  

Sound familiar?

If you’re running a business in Nigeria, especially a growing one, hiring the right people is one of the most difficult, emotionally draining, and expensive challenges you’ll face.

But here’s the truth many won’t tell you:

Most of the hiring problems we face are caused by the hiring mistakes we make.

I’ve seen it over and over again. Good businesses crippled by poor hiring.

And I want to help you stop the cycle.

So here are 5 major hiring mistakes that are costing you your money, your energy, and your peace of mind — especially in the Nigerian market.

1. Hiring Out of Desperation (Instead of Vision)

Let’s be honest. Most of us hire when we’re under pressure.

You’re overwhelmed. The work is too much. A staff just left. You need “someone” fast.

But hiring out of urgency is like jumping into a moving bus without asking where it’s going.

You don’t hire “somebody.” You hire a solution to a problem.

Why this hurts:

• You’ll lower your standards just to fill a seat.
  
• You’ll ignore red flags during interviews.
  
• You’ll end up managing drama, not results.
  

What to do instead:

• Create a hiring plan before you’re desperate.
  
• Be clear on the role, the outcome you want, and the mindset needed.
  
• Build a pipeline of talent — don’t wait until it’s an emergency.
  

2. Hiring Based on Credentials Instead of Character

I see this a lot in Nigeria. We get excited about “big English,” a shiny CV, or someone who went to a fancy school.

But here’s what I’ve learned:
Degrees don’t do the work. People do.

You want character, commitment, and teachability — not just certificates.

Why this hurts:

• You’ll hire people who look good on paper but can’t deliver in real life.
  
• You’ll keep getting shocked by their lack of integrity or consistency.
  
• You’ll feel like you’re parenting grown adults instead of leading a team.
  

What to do instead:

• Ask practical, real-world questions.
• Test for behavior and attitude, not just technical knowledge.
• Watch how they show up — not just what they say.
  

3. Hiring Without a Clear Role or System

Many entrepreneurs in Nigeria hire people, then ask them, “So, what do you know how to do?”

That’s a recipe for disaster.

You don’t bring someone into your business to figure things out for you.
You hire them to execute a specific process that already works.

Why this hurts:

• Staff get confused and underperform.
• You micromanage or do the work yourself.
• They make mistakes that could’ve been avoided.
  

What to do instead:

• Write down clear job descriptions with measurable expectations.
  
• Build a simple training guide or process flow.
  
• Teach them how you want it done — don’t assume anything.
  

4. Hiring for Skills But Ignoring Culture Fit

Skills are important. But skills can be taught — culture cannot.

If someone is talented but constantly clashes with your values, work style, or customers… you’re hiring stress.

In Nigeria, many employees come with “previous employer trauma,” entitlement mentality, or poor work ethic that clash with your company’s mission.

Why this hurts:

• Toxic attitudes can infect your whole team.
  
• You’ll keep fixing fights, not finishing projects.
  
• You’ll start avoiding your own office — yes, it happens.
  

What to do instead:

• Define your company culture and values clearly.
  
• Hire slow. Observe how they behave under pressure.
  
• Include questions that test alignment during interviews.
  

5. Hiring Without a Performance System

A lot of entrepreneurs say, “They’re not performing!” But when I ask, “How are you measuring performance?” — silence.

You cannot grow what you don’t track.

In Nigeria, many employees are used to vague expectations. If there are no KPIs or accountability systems, you’ll keep guessing who’s working and who’s just busy.

Why this hurts:

• Good staff feel unappreciated.
• Poor performers hide in plain sight.
• You can’t make objective decisions — only emotional ones.
  

What to do instead:

• Set clear weekly and monthly targets.
  
• Do regular check-ins (not just complaints).
  
• Create a system for feedback, recognition, and growth.
  

I will like to close by saying, “hiring Isn’t Just About People — It’s About Systems”

If you’re tired of recruiting, training, repeating, regretting — then it’s time to stop blaming people and start fixing the system.

Yes, the Nigerian labor market is challenging.

Yes, some talents will frustrate you.

Ready to Break Free?

It’s time to Design Your Business to Run Without You.

That’s exactly what Dr. Miki’s program at Fordax Business School helps you do.

You’ll learn how to:

• Map and simplify your operations
  
• Document your key processes
  
• Delegate with confidence
  
• Create systems for sales, delivery, team, and more
  
• Build a business that gives you time, freedom, and peace
  

You don’t need to work harder.
You need to build smarter.

Don’t be the business. Design the business.

Your freedom depends on it.