Tag: bad hires hurt both employers and recruiters

Bad Hires Hurt both Employers and Recruiters

May 8th, 2019   •   Common mistakes   •   no comments   

Bad hires hurt both employers and recruiters in apparent and more subtle respects. What recruiters can do to appeal to ‘good hires’ is explored in this post.

When recruiting new employees, employers are often too hurried.  They immediately put too much weight into filling an open position.  They’re not going through the determination process as to whether the position has changed. This can result in errors and bad hires.

Big mistakes

Bad hires hurt employers and recruiters

Increased costs for the hired individual, employers and recruiters are produced by bad hires in seen and unseen ways.

A successful candidate for an interview has managed to pass through the screening process. But that does not necessarily indicate that they will be effectively fulfilling their responsibilities. With less than one-third of hires considered ideal, and one out of four considered a bad hire, employers have great scope to make a costly mistake.

Ouch!

So how does a recruiter ensure that a candidate is the right candidate? Remember, all of these on the line: your customer relationship, your reputation and maybe most important -future business.

This article will cover:

  • The impact of bad hires
  • Attracting relevant talent
  • Applying staffing expertise
  • Positioning the position

Impact of Bad Hires

For a recruiter, it costs money, time, and effort to place a poor recruit. you will only be paid once a candidate has completed the provisional phase If you work on contingency. If you submit under-qualified finalists they won’t succeed.  The recruiter must then restart the search.  You may also be fired from the assignment, however, and receive no payment whatsoever.

Below, let’s look at the cost of bad hires: this is the cost of replacing bad hires in different categories as GA Partners, a group of HR experts, has studied:

Turnover Cost as Percent of Yearly Salary

Position TypeAverage Replacement Cost
Entry-level/non-skilled         30-50% of employee’s annual salary
Service/production40-70% of employee’s annual salary
Clerical/administrative50-80% of employee’s annual salary
Skilled hourly75-100% of employee’s annual salary
Professional75-125% of employee’s annual salary
Technical100-150% of employee’s annual salary
Supervisor100-150% of employee’s annual salary

*Cost is shown as a percentage of employee’s annual salary

Likewise, the time, energy and effort required to embark on new hires takes on for employers. So, hires have to be a decent match. Bad hires have a negative impact on the current group’s mind-set and outlook.

 If bad hires do not significantly put in effort and add value, the team will tend to be less productive. It Superior performers must shoulder too much responsibility in this situation.

Superior Candidates

It is important to take into account the employer’s reputation to be a magnet for suitable, high-performing candidates. A poor quality image will attract applicants of poor quality. Superior talent will not even consider such an opportunity, even if a job description is enticing, because the employer’s reputation offers them little value in career development.

So candidly review what the company represents in addition to the job description. The important career development and advancement elements. talented applicants want these questions answered even apply so make them part of the position description..

Develop a profile of the ideal candidate.  Then describe the company’s goals business strategy and culture.  Explain the how the two correspond and match.  That becomes the ideal job spec.

A quality candidate is attracted to targeted positioning–make sure that for the right reasons your employers stand out. This is a great opportunity for you to promote your reputation within the niche of your client as an expert recruiter by providing relevant and actionable advice.

Apply Staffing Expertise

A savvy recruit will recognize if a job description promises real potential. So a recruiter must confer with his client and help assemble a unique job specification. The post must attract talented candidates, and to do so the description must be competitive, and must reflect the company’s unique culture

If it does meet these prerequisites, then the applications that you are receiving will not be from the best candidates. You get what you put out there and talented applicants know what they want from a job, and they also know what a business is supposed to offer.

To attract the best possible applicants, a forward thinking business will offer more than the minimum. But in what it actually looks like to work for them, they will also be honest, accurate, and transparent. Once again, excellent recruiters offer valuable insights to attract the most relevant and outstanding applicants from their employers.

So, defining the job as uniquely as feasible is vital to attract talent. As an experienced recruiter, you have a good idea of what the market is like and what candidates in your sector are looking for. Make sure you are confident that you can fill the job, and don’t take it on if you can’t. You need to find a candidate who will see the period of probation and add value to your client.

Positioning the Position

By evaluating what a client offers in terms of job specifics, a good recruiter will select the best information to market it to the right people alongside the culture of their business. This makes it easier for candidates to place the vacancy. It will also make all marketing much more attractive to talented people because it is relevant and competitive.

It’s important to get the whole marketing right around a job. For if you don’t, you’re going to pull in the wrong people. Obviously this is expensive for your employers, but it also has a negative impact on you. If you put forward a bad candidate, your reputation will suffer, and you will probably have to do a lot of work again to rectify your unsuccessful recommendation.

Of course, spotting a bad hire isn’t always easy, and the problem is usually cultural rather than skill-based. But if you find that a particular client, or sector, is routinely pulling in bad applicants, then something is going wrong when it comes to advertising the vacancy.

Work to present the job in the best light possible and draw in the best candidates. It’s all about marketing–so get to the bottom of what your employers want, make sure their hiring niche is competitive, and figure out the best way to pack it up. In doing so, you will make finding the best fit for the role far easier for employers.

Avoid Bad Hires

Flexicrew Staffing has the expert knowledge and resources to help you find candidates you won’t find on your own. Let us assist you in finding the right person for your open position.  Call today.  flexicrew.com/contact-us/