Most managers can recall the time they interviewed a candidate and walked out of the interview mumbling ‘’I have found the ONE’’. A bad hire may be unavoidable; sometimes candidates can have great CVs and interview brilliantly but may not be right fit for the role. But nonetheless, the mistake can cause serious problems for organisations. There’s no doubt that poor recruitment decisions of a bad hire can have long-term impacts for organisations
It’s vital that organisations take all reasonable steps to avoid making hiring mistakes. While we don’t want to make this article all about us, it is well known that using a specialist recruitment agency like LA Intronet can help reduce the risks involved with bringing a new employee onboard. We can use our knowledge of industry sectors, client requirements and candidate capabilities to help select the right person.
The cost of a bad apple…
1. Lost productivity
If you have a bad hire, and the employee can’t do their job effectively, or as well as the person they replaced, it means wasted time. The organisation may be investing the same amount of resources in the staff member, but seeing significantly less output in return. Over a period of time, this can have a real impact on results and the overall performance of the team.
When faced with a struggling colleague, other employees may start assuming other duties which aren’t really in their job description. This not only impacts their own performance and productivity at work, but their ability to keep appointments, hit targets and maintain standards.
2. Lower staff morale
If a bad hire is working at below capacity – due to a lack of skills or motivation – this can quickly have a knock-on effect to the rest of the workforce. One of the first things to take a hit may be staff morale. If employees are asked to do more to cover for a struggling colleague, yet still receive the same salary, it can cause tension and potentially conflict.
A bad hire who has a negative attitude towards work can have a knock on effect on staff morale. If they are unable to fit seamlessly into existing teams and get on with their colleagues, it can ruin the atmosphere in the office. This potentially impacts on how much employees enjoy doing their jobs, and the likelihood they will stay with the organisation for the long term.
3. Monetary costs of finding a replacement
It costs money to hire employees and the replace them. Organisations need to create job descriptions, advertise roles, read through CVs and application forms and carry out interviews. All the while, they may be operating short-staffed due to a lack of capacity in the office. Even after the new employee joins a company, there is onboarding expenditure to consider, plus the fact the recruit may not be as productive as the experienced person they replaced.
To overcome a wrong hiring mistake in a current employee it may be necessary to reallocate people and resources, invest in further training, or in the most serious instances, let the employee go (and we hate suggesting that last part – but this is reality right?)
Even then there are further costs to be incurred, in terms of re-recruiting for the position. Essentially you are back to square one, with a position still to fill.
Food for thought:
To avoid hiring a bad apple, it is best to let the experts do the searching and recruiting. While we don’t want to sound biased, keep in mind that as recruitment specialists, we at LAIntronet have in-depth skills and unique ways to identify any red flags that may arise. We take the candidate and cross check over and over until we are sure that our pick for your next hire is one of quality and high value.