It only takes one bad hire
Innesa Burrola, CEO and President of Sales and Recruiting at Boutique recruitment.
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The engine of any organization is the people. How your employees feel about your company’s choices, their contributions to the job and others around them affects the success of the company. With each new hire, the energy, atmosphere and culture will inevitably shift – and to what extent will the trajectory of your company be determined.
damage culture
Discussions about corporate culture take place in boardrooms and backrooms. It is on everyone’s mind and major business decisions and career choices are made around the subject. Protecting your corporate culture and avoiding disruptions keeps your business flowing and growing.
A company’s culture is made up of five primary things that employees feel in the workplace: purpose, appreciation, success, opportunity and well-being. Understanding these five key culture considerations is a lot to consider when hiring, and culture can be sophisticated to navigate.
Company culture is no longer seen as a great ping pong table, hip workplaces and tasty snacks. It’s a complex combination of how people interact to get work done and how they feel about each other, their workload and the ability to be successful in your organization. A bad apple or a bad hire can easily tip the balance and change the way your people think about working at your company.
Increase gradient
While some turnover is inevitable, a high churn rate can cost you thousands. It is estimated that a bad hire can cost a company at least 30% of the employee’s annual salarydepending on job title, seniority, industry, how long the seat is empty after they are released and how much damage has been done.
Costs of hiring, training, and firing a poor hire can have a significant impact on the organization. You may see several employees leave and in this tight labor market it is increasingly difficult to fill vacancies with high-quality talent. There are about 11 million jobs in the market and only six million people (about twice the population of Arkansas) to fill those jobs.
Remember that your current employees are less likely to tolerate a bad hire if they have an abundance of job opportunities. Expect movement in your company, but limit the possibility of your staff being part of The Great Resignation because of a poor hiring.
To lower standards
Employees will undoubtedly have a certain image of a new colleague or leader. The prospects of their new teammate are related to the quality of the work the new employee performs. Creating the right employee with a heightened level of awareness about your company standards and the way you work will be critical to the overall level of output in the company. If a new hire does not fit well into your work environment and does not have the necessary skills, it affects everyone’s production.
Properly screening for both hard and soft skills and ensuring your new hires can adapt quickly requires an experienced hiring manager and a successful hiring process. Make sure your hiring managers hire experts; they are trained to hire properly and look for red flags, dig deep and ask meaningful questions and test critical skills. Outsourcing this process and enlisting help can also result in a great employee-employer match.
Overloading staff
When a bad hire is identified and removed from the organization, employees may initially feel relieved, but someone still needs to take on the responsibilities. Over time, employees get angry because a bad hiring decision was made and they have to figure out how to handle the workload while management searches for a replacement.
Companies are under tremendous pressure to fill their roles. To add to the pressure, they create unnecessary obstacles by failing to accurately assess a candidate’s technical and cultural fit. The price of a bad hire is high and the risk of making the wrong choice is high. Make sure your company has skilled hiring managers who have a track record of great hires.
Your ability to monetize your business is directly related to the people you hire. Protecting against a “bad apple” in your workplace ensures that you can sell your product or service.
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