Hiring an employee who doesn't fit with your company's culture or processes doesn't just waste valuable time – it can bring some unexpected costs into the daily routine. To avoid the frustration that can stem from a bad hire, following key strategies to ensure your next search will be fruitful can help your workplace function better than ever.
The phrase "one bad apple can spoil the bunch" can often ring true in employment situations. Two-thirds of all US employers have reported making the wrong hire in the last year, and the effects can be wide-reaching – 36 percent reported lost productivity, another 32 percent reported negative effects on their workforce's morale, and more than 10 percent reported sales and client relations suffered as well.
In addition to negative effects on the morale of your team, making a bad hire can have major effects on your bottom line. In the United States, more than one quarter of employers reported that hiring one single person who was unfit for the job cost them more than $50,000, according to Careerbuilder.
Fighting back: Avoiding the wrong candidates
Often times, employers feel a time crunch to hire replacements if an employee is leaving, but taking the extra time to make the right hire – as opposed to a quick hire – is always worth it in the long run. One way to improve efficiency in your hiring process is by partnering with a staffing agency that can assist in finding the best match for the position. Not just the right match for the job, but the right match for the team and the company culture as a whole. Working with a recruiting specialist who is fully acquainted with your company's culture and goals ensures that you're only interviewing candidates that have already been deemed a good "fit," and it ultimately saves employers valuable time and effort down the road.
Whether working with a recruiting firm or hiring on your own, determining a potential hire's innate personality and attitude is another great step toward making a better hire. Courteous and respectful employees will make themselves known in face-to-face interactions, but if you want an extra chance to see their abilities, consider asking them questions that don't necessarily relate to the job at hand. Discovering how they think on their feet or what they like to do in their non-work time can say a lot about a candidate's personality and their ability to fit with the company.