Bad Hires Hurt both Employers and Recruiters

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/

How to hire the right employee – 5 familiar mistakes

How to hire the right employee – are you making these mistakes?

How to Hire the Right Employee

Employers must hire enough staff to ensure the smooth operation of the business. But how do you select the right candidate for a position, mainly when there are too many candidates available to interview. In fact, the internal hiring process is rather a difficult matter for all employers.

 

If a mistake is made during the recruiting stage, the company can face negative consequences of having the wrong sort of employee mix, and maybe some legal issues to boot. It is essential recruiter to recognize and avoid the common mistakes that are made during an interview.

 

5 Familiar Hiring Mistakes – How an Employment Agency can help hire the right employee

 

Narrow-minded in hiring

Some employers want all their employees to be alike or just like them, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture won’t be rectified by someone who has better work strengths. The recruiter should be impersonal in attitude and consider only the qualities that will suit the company or department’s open position. Temp services provided by the staffing agencies are more impartial in hiring the best candidates for their client companies.

 

Judging by candidate’s education, name or appearance

Many employers show a preference for a specific educational institution and like to hire graduates from these organizations without properly checking their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should not hold any positive or negative notion about a candidate, based on first appearance; since many people can turn out to be valuable assets for their companies, regardless of appearance. These decisions could also lead to serious EEOC and legal ramifications.

 

Vague idea of demands of the position

The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate, so that the best one can be hired. The services offered by staffing agencies – screening, references, and all-inclusive interview processes – are highly efficient for discovering the most competent employees for their clients.

 

Not checking skills of the candidates

The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do. Calling past employers to verify stated skills is also important.

 

Incomplete explanation of job duties to candidates

It is the duty of the recruiter to let the candidates know in detail about their probable job duties in their company. The work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him.   That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.

Flexicrew Staffing has the expert know-how and resources to help you hire the right employee that you might not find on your own. Let us assist you in finding the right person for your small or mid-size business. Call us TODAY!

 

“Funny thing, employment. If you keep doing it, you keep getting paid.”

― N.K. Jemisin, The Kingdom of Gods

Everything I Learned About Talent Recruiting I Learned On Halloween

Halloween & Recruiting – Sweet Parallels                

 

Halloween was my second favorite holiday, just behind Christmas.

Each year I’d chart out the neighborhoods and plan where I would trick-or-treat. With a few years of experience under my belt, I knew which houses passed out the best candy.

My friends and I moved in a pack because it was more fun, but mostly for protection from the bigger kids who would try to steal our candy.

The key for us was to visit the most houses so we could to fill the biggest bag of candy. That gave us better odds of getting candy that we liked.  Because for every 6 Starbursts I received (not my favorite) I also got a Snickers (yum). I just hated those stale popcorn balls that were supposed to be ‘healthier.’ Whose idea was that anyway?

 

That’s just the beginning of a recruiting strategy

In retrospect, I was using good recruiting strategies in search of maximum ‘good’ candies. My strategy to maximize the amount of ‘good’ candy is similar to the goal of recruiters to uncover and hire ‘good’ qualified candidates.

But that’s just the beginning of the recruiting strategy.  Here are a number of parallels that you can use in your recruitment strategy…

 

Wider range, more candy

My primary Halloween strategy was to reach the greatest number of houses possible.  Then I would go where I knew the houses gave ‘good’ candy. Also, this meant not wasting time walking to neighborhoods with few houses or didn’t give out candy.  The only restriction was our time curfew and/or how inclement the weather was while we were trick-or-treating.

In recruiting, the goals are the same.  You want to use as many ‘good’ sources as possible to get as many qualified candidates as possible – the ones that give the best candidates.

In order to do this, you must look at your past successes and failures in recruiting, analyze which recruitment methods worked or didn’t, then decide what route is best for your team.  Our restrictions may still be time. Maybe you’re on a tight deadline. But the primary concern is usually money – the hiring budget.  You need to decide where is the best place to spend those dollars.

 

Combing through your Halloween bag

One of the most fun times during the night was seeing what kind of candy I received.  I’d empty my bag (always an old pillow case) and review what I had, sorting the good candy from the candy I wouldn’t eat.  I would put the candy I liked back in my bag for later and then I’d try to trade with friends for candy more to my taste.

Once you have collected a quantity of candidates from your recruiting efforts, start screening through resumes & candidates. Much like splitting the candy, you need your recruiting team to sort candidates into qualified and unqualified for the position.  You want to collect as many qualified candidates as possible to give you a candidate pool with more alternatives and choice.

Don’t forget to look out for candidates whose qualifications don’t fit the position you are recruiting for but may fit another position that needs to be filled.

 

Making the candy hang in there

After returning home with all my candy, I tried to make it last as long as possible. I squirreled away my candy in the pantry and when my friends had run out after Halloween, I still was hanging in with candy for snacks.

Similarly, you should keep in touch with the ‘good’ candidates that your efforts have dug up. Don’t abandon any. All qualified candidates should be interviewed for the current position and also placed into your database for consideration for future assignments.  Some ‘good’ candidates just aren’t right for the current spot, but may be perfect for a future position.

Just like a kid on Halloween, you need to make sure you are able to optimize the amount of candy or candidates you get from your efforts.  If you use the best recruiting techniques and effectively screen the candidates you have found, you may just have sweet success!

Business is always changing. Flexicrew supports you as your business strategy and recruiting challenges evolve – so you always stay ahead.

If you would like to discuss our strategic recruiting programs, please contact us – we are a treat to deal with.

Scary Temporary Workers – Do They Work for You?

Do you believe you have to go to a haunted house to get spooked this Halloween?

 

Think again – some bosses don’t even have to leave work to get their fill of fright with some of their full-time or temporary workers!

 

We at Flexicrew have a soft spot for employers and HR people who have had to deal with temporary workers who were rude, reckless and willing to break the rules. Some employers have even caught temporary workers breaking the law while in the workplace – Frightening!

Does your company employ Temporary Workers like any of these Halloween Creatures?

Some employers think their workplace is scary because their workers act like these famous Halloween creatures.

Do you employ any of these scary temporary workers?

  • The Wolf Man: fine one minute, howling the next
  • The Invisible Man: never around when you need him
  • Casper the Friendly Ghost: eager to help, but often misunderstood
  • Dracula: constantly sucking the life right out of you and everyone around him
  • Wicked Witch of the West: always acting conniving and sending out minions to do his/her dirty work
  • The Mummy: slow-moving and has an ancient thought process
  • Grim Reaper: constantly delivers bad news and inspires fear among workers
  • Frankenstein: green with envy what assignments or hours others are getting

 

In addition to spooky personalities, some scary temporary workers actually have a fear of:

  • Heavy workload
  • Tight deadlines
  • Hours worked
  • Taking direction from their boss or supervisor
  • Arriving at work on-time
  • Sitting through meetings
  • Performance reviews

Now that’s scary…

 

So, if any of these employees make you tremble, please call Flexicrew Staffing to knock out spooky risks and send you temporary workers who will give you peace of mind!

 

Get a quote today! https://flexicrew.com/get-a-quote/

 

 

 

How to Hire the Right Employee – Are you Making These Mistakes?

 

Each employer must hire enough staff in various positions to ensure the smooth operation of the business. But often employers feel confused in selecting the right candidate for a position, mainly when there are too many suitable candidates available to interview. In fact, the hiring process is rather a difficult matter for all employers. If any mistake is made during the recruitment, the company can face negative consequences of having the wrong sort of employee mix. Hence, it is essential for any recruiter, to recognize and avoid the common mistakes that are made during an interview, in choosing the best candidate for a posted vacancy.

 

Most Familiar Mistakes by Recruiters in Hiring the Right Employee

Narrow-minded in hiring –Some employers want all employees to be alike or just like them in nature, with the same sort of strengths and weaknesses. But in that case, there will be no diversity in their teams and the weaknesses of work culture can’t be fixed by someone who has different strengths. The recruiter should be impartial in attitude and consider only the qualities that will suit the company’s open position. Staffing agencies tend to be more impartial in hiring the best candidates for their client companies.

 

Judging by candidate’s name or first impression – Many employers show a preference for some specific popular education institutions and like to hire graduates from these organizations without properly checking

their personal capabilities, which can prove to be a serious mistake. Moreover, the recruiter should be cautious with positive or negative impressions about a candidate based on first appearance; many can turn out to be valuable assets for their companies regardless of appearance.

 

Vague idea of demands of the position The recruiter should set up a questionnaire that will test the exact capabilities of the candidates and their suitability for the open positions. A pre-structured interview will find out the hidden qualities of every candidate so that the best one can be hired. The services offered by placement agencies, including conducting interviews, are highly efficient for discovering the most competent employees for their clients.

 

Not checking skills of the candidates – The recruiter should find out if the candidates have undergone extra training or completed courses, gained licenses or certifications to acquire the skills they will need to fulfill the required job skill set. If the necessary skills are missing, even post-recruitment training cannot help the new employee learn everything he needs to do.

 

Incomplete explanation of job profile to candidates – It is the duty of the recruiter to let the candidates know in detail about their probable job profile in their company. Moreover, the work culture and the salary structure should also be discussed with the candidates so that the applicant can have the option of backing out at that time if he finds the job not suitable for him.   That will save a lot of grief and extra effort if that person later discovers the job and his skills don’t match or wasn’t what he expected.

Call today to talk to a Flexicrew representative about your staffing needs!