What’s worse than having a crucial position vacant in your company? Filling it with a bad hire!
It’s a tacit ritual in almost every organization that just as someone leaves or a new demand comes up, your hiring team gets on a hunt to fill this position as soon as possible.
That’s where priorities have erred, a majority of hiring blunders occur when you have to fill a position in a hurry. You’re eager to offer a job to any prospective match which even shows up for an interview.
However, planned recruitments are also not free from these errors. It’s almost as inevitable as it seems to avoid hiring a wrong candidate. In fact, according to Gartner, 20% of all the hires are regretted later on.
While a person can be a bad hire because either they don’t fit your company culture or don’t have the required skill set or have too much to offer for their profile, you failed to describe their KRAs appropriately while hiring, or they have unclear goals or expectations. Whatever the reason may be, you’ve already hired them!
Although a bad hire does not mean a poor professional, sometimes they’re just not a match to your organization. It’s like getting a fish or a monkey to fly, they may be great at other things, but as long as they don’t satisfy the role you hired them for, they’re futile.
Before you learn what you should do to avoid hiring such a candidate, you need to know what’s the cost of a bad hire!
A bad hire is toxic, they often leave lasting effects on your company’s morale and not at all in a positive way. Though there were costs involved with onboarding a candidate that you’ll have to layoff, except there’re more crucial things than money that a bad hire may cost you;
- Low morale is likely to reflect soon after hiring a misfit. Could be from a few people to the whole team who has to work with them or do extra in their place.
- It’s no science to know that if a person is failing at their job, someone else will have to make up for that by doing the extra work. Hence productivity is another thing to be affected by a bad hire.
- Another issue that may arise with a bad hire is missing deadlines. What else to expect? When the first thing that’s getting affected is work.
- The worst of all that could happen is forfeiting a big client. It takes a lot to build relationships and often only a bad hire to lose them. We all know, acquiring a new client is way more difficult than retaining an old one. If your hire will be handling the client side of the business, it’s likely to lose clients, and god forbid if they were the most important ones!
So, what you should do to prevent these situations or at least reduce the possibility to the minimum possible? Here’re some recruitment tips you must follow:
Verify what the person says:
Don’t trust the jargons written over resume, verify those skills especially if they’re crucial for the role they will fulfill. Will help you avoid any quacks, who may fail to fulfill their job.
Define Roles and Goals:
Often roles and responsibilities vary with organizations, the candidate might be handling the position you’re offering along with many other functions.
Define key responsibility areas to the candidate, and what you expect them to achieve? In the interview itself, it will help have clear goals from day one.
Only a small fraction of employers in India take this process seriously. And those who even consider the process have included it too late in their hiring pipeline.
Running background checks over potential candidates will help you eliminate any past offenders or quacks that may prove to be a bad hire. Or will at least give you some insights on the person you’re willing to hire.
Imagine hiring the perfect accountant for your organization only to learn they embezzled in their previous organization’s funds.
Ask the right questions:
Asking irrelevant questions in the interview will only get you a redundant candidate. Know what questions to ask. Make sure they’re relevant to the job role either they test the soft skills required for the role or get you insights about your candidate. Just asking random questions off the internet won’t get you anywhere.
Hiring is a tricky process you don’t want to lose any potential candidates; you also don’t want to onboard someone who might not perform up to your expectations.
Having a well-defined hiring process can save your time and avoid the cost of a bad hire.
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