75% Employers Experience Bad Hires, What Are The Causes?
Finding the right candidate for a position is always a daunting task for the HR department. Lack of quality workforce, plus ‘war talent’ make the recruitment challenge doubled.
According to CareerBuilder survey, 75% of employers say they have hired the wrong person. Bad hires cause a great deal of loss for companies.
What are the causes of bad hires?
- Lack of information about candidates
The first misstep is not to screen candidates or obtained detailed information about the candidates’ background. Pre-employment screening is very important so that companies can validate the information stated on the candidates’ CV along with the background. This stage is not a small investment, but if the company decides to skip this stage, the risk of greater losses awaits for them in the future.
- In a hurry
Companies often decided to hire someone with low qualification just because they faced a talent shortage. Companies tend to think that it is better to fill a position with any candidate than to leave it vacant for too long. This wrong hiring decision contributes to a high turnover rate.
According to CareerBuilder survey, 2 out of 3 candidates accepted an offer and they realized that the job was not right for them and then resigned in six months.
- Do not have a strategic approach
To reduce costs due to bad hires, companies need to have strategies in recruitment, including in interview sessions with candidates. According to Brandon-Hall Research survey, 69% of companies felt the interview process had the biggest impact on the quality of hire. The survey also revealed that 60% of companies that use standardization in interviewing candidates have recruitment strategies that are in line with business objectives.
- Weak company brand
According to Sajid H Shah, JobsMarkt CEO, in an interview with HRTechnologist said that company’s brand was very helpful in recruiting and retaining employees in the midst of a fierce competition. A company with a positive brand reputation saves more effort and cost in recruitment, takes less time to fill vacancies, and tends to attract high-profile candidates.
- Not enough investment in onboarding process
After the screening and interview stages, the onboarding stage is no less important. At this stage, the company introduces itself and its culture to new employees. Yet, the case is not as simple as running the introduction and giving list-to-do.
The mentorship, adequate work equipment, and social programs that will help new employees establish networks in the work environment have an influence on the employees’ decision to stay or resign after the trial period. Companies that do not implement the onboarding process correctly and consistently will find new employees were unable to show a good performance and find an engagement until they eventually resigned.