The news from Career Builder
that more than 35% of respondents described the most common affects of bad hires as less productivity, lost time to recruit and train another worker, cost to recruit and train another worker and a negative affect on employee morale is certainly no surprise to most managers. The results are a bit better than 2011
when more than 40% of respondents cited lost productivitiy and time to recruit as key components of the bad hire headache.
The Rush to Hire
While there is no argument about the negative outcome the rush to hire continues. In 2011 38% of employers reported needed to fill a job quickly as a reason for making a bad employment decision. This year the figure for the same question was 43%. HR pros can be just as guilty of this lack of patience as the management team members they provide recruitment expertise for.
I remember when a VP/CEO I worked for pressed me for a date by which a hire would be made. I told him finding a candidate is easy, locating the best one takes time. Did I always hold out until I found perfection? I admit to some less than memorable hiring decisions.
Restating the obvious may work but too often we get worn down by time and think that, "maybe that candidate will be OK." When was the last time a "maybe" was a great hire, even a good hire? If the lecture might not be effective try a little history lesson. "Remember when we thought Sandy was a little negative but hired her anyway because she had such great technical skills? She routinely began the day with a shrouded observation. On a sunny 75 degree day Sandy would recite the 5 day weather forecast that included a day of rain. And when an employee called in sick Sandy immediately started coughing and made an doctor's appointment."
If the memory is not jarring enough lobby for a creative way to fill the spot. Is there some job sharing, a retiree or former employee who can fill in? Time for a freelancer or temp agency? I'm not advocating abusing contractors, I am stressing the importance of slowing down the process to make certain that you hold out for the best fit.
Brushing up on interview skills and providing training for hiring managers needs to be a regular activity. There are always new techniques and ideas that can be shared. Often the best talent is found when you don't have the need. Create a culture where every manager is always networking and on the lookout for individuals who could be good future members of the company. HR can provide the coordination for keeping track of this talent bank. .
What will you do to avoid bad hires in 2013?