Hardworking and honest employees are the foundation of good businesses. Employees you can count on to pull their weight and be truthful in their dealings help your company thrive.
On the other hand, hiring the wrong person to join your ranks could have serious financial and organizational repercussions. There are several ways that an applicant can be a poor fit for your company or the job title.
The Signs of a Bad Hire
What makes an employee a bad hire? According to a survey of over 2,000 human resource managers, poor hiring decisions exhibit issues relating to their behavior in the workplace and their performance. Employees who were wrong for the job manifested the following performance-related problems:
- 58 percent failed to produce output with that matches the company’s standard of quality
- 49 percent didn’t have the skills that they said they possessed during the hiring process
- 45 percent had problems with attendance immediately after hiring
Their behavior around their customers and coworkers were also a source of problems, and they had the following issues about the way they acted:
- 52 percent had a negative attitude about their work or life in general
- 51 percent didn’t get along with their coworkers
- 38 percent were the subject of customer complaints
These kinds of issues can lead to a loss of employee cooperation and decreased morale. A study claimed that the average cost of a single bad hiring decision for a low or mid-level job is between $7,000 to $10,000. How can you protect your company from such losses?
Better Hiring Process = Better Employees
The best way to avoid the negative effects of poor hiring decisions is to improve your recruitment process. Although you could partner with pre-employment testing companies to help remove potentially risky or inadequately skilled applicants, your hiring procedures must reflect the level of professionalism and skill you want from your employees. Consider implementing the following measures if you only want to hire quality applicants and avoid the consequences of a problematic employee.
- Stay on target. When interviewing candidates, resist the urge to initiate meaningless small talk or asking questions that are irrelevant to the matter at hand. You shouldn’t be trying to tempt the candidate into joining your company. Remember that the candidate should be trying to impress you into accepting them into your enterprise.
- Go through them with a fine-toothed comb. Come up with questions that will reveal the full extent of their employment background. Don’t settle for vague, situational questions. Instead, delve into the mundane details of their previous work experience. The answers may be less interesting, but far more informative.
- Test their abilities thoroughly. Have your job applicants accomplish a test that reflects the kind of work they’ll be doing in the future. The test must assess the skills and knowledge relevant to their prospective job titles. You’ll be able to tell which candidates have good work ethics, which ones are more efficient, and which ones possess the skills the job demands.
Your enterprise is like a building, and your employees are the foundation you build it on. Don’t take the risk of raising your business on unstable ground. By improving your hiring process, you guarantee that your company stands strong on a foundation of quality people.