One Quick Way to Kill Productivity - Hire the Wrong Recruit

What takes forever but can kill your productivity overnight? Hiring the wrong recruit. 

It sounds like a bad joke, doesn’t it? But those who’ve experienced the results of bringing the wrong person into the fold, know that it’s anything but! 

There can be a number of reasons why an employee is not a good fit for a company.  It could be due to a poor skill set that was misjudged at interview stage, or a personality clash. Perhaps they turn out to have a lack of drive or ambition and act like a wet blanket on your goals and your team. Good recruitment, even when outsourced to experts, isn’t fail-safe, despite our best efforts and intentions. 

The best recruitment takes time and careful planning. If you’re lucky enough to have struck gold and there’s a pool of good candidates to choose from, you’re smart to do the job well, and carefully. When things go wrong and the appointment turns out badly, it’s not just a disappointment, it’s a waste of time and effort. Plus, it can have a ripple effect through your workplace and affect productivity and morale - the backbone of a good business.  

This is something it pays to get right. 

In a study released by global employment firm Robert Half, in which two thousand chief financial officers were interviewed, 95% percent of respondents said a poor recruitment decision impacts the morale of the team.

Greg Scileppi, the President of International Recruitment at Robert Half confirms this. “Hiring a bad fit or someone who lacks the skills needed to perform well has the potential to leave good employees with the burden of damage control, whether it be extra work or redoing work that wasn’t completed correctly the first time,” he says. “The added pressure on top performers could put employers at risk of losing them, too.

Other findings from the survey included:

  • Supervisors spend on average 17 percent of their time managing poorly performing employees.
  • Sixty percent of recruitment managers report that bad recruits don’t get along with co-workers.
  • Forty-one percent of recruitment managers estimate the cost of a bad recruit to be in the thousands of dollars.
  • It takes five weeks, on average, to fill a staff-level position and over seven weeks to fill a management position.

The statistics are telling. It’s clear that recruitment catastrophes can change the culture of your workplace and be a significant burden on your bottom line.

 

OUR TOP RECRUITMENT TIP – AND IT’S SIMPLE 

In Australia, employers can appoint new starters under the terms of a probationary period.  This provides business owners with the opportunity to assess their fit for the role and the business.  The employer can decide on the length of the period. It can range from a few weeks to a few months at the start of employment, and should be written into all employment contracts. 

During the probationary period, there’s a chance to review the employee’s performance and provide constructive feedback. This gives both parties the best chance of building trust, maintaining a successful partnership – and getting on with the job in hand. 

However, where a new employee is not suitable for your workplace, letting them go during their probationary period is perhaps the best option - and the most straightforward.  This must be done lawfully, so if in doubt, err on the side of caution and get professional advice first.  

Persist! Recruit carefully until you find the right person for your team - and your business.  It will be well worth your efforts for your business’s longevity. In the meantime, the protection of a probationary period is there to help you. 

 

 

Disclaimer: This post is intended to provide general information and does not constitute legal advice and should not be relied upon as such. Formal advice should be sought in particular matters to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance only.

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