All companies are afraid of making a bad hire.
Sometimes it happens that a candidate who aced all the interviews and had excellent references turns out to be a bad fit for the company. Surprisingly enough, only 19% of new hires are considered fully successful, and by the 18-month point, 46% are deemed failures.
A bad hire doesn’t only come with monetary consequences; it can have an impact on the overall company performance. The stakes get even higher when that person is in charge of hiring new people for the company.
Keep reading to find out what are the real costs of hiring a “bad” recruiter and how to avoid this mistake!
Sometimes, it’s easy to think that any hire is better than no hire. But the costs of a wrong hire can be damaging in more ways than you might think.
Here are the most common hidden costs of having a bad recruiter join your recruitment team.
On average, it takes about eight months until a new employee reaches full productivity. However, it doesn’t take only a lot of time but also money to get a new employee up to speed with your internal processes.
Training a new hire requires investing in that person’s development. The rest of the team will likely have to dedicate their time to train the new person. Productivity loss involved in training someone new will cost the company, due to the time they spent training the person instead of working.
If a company hires someone who isn’t absorbing their training properly and continues to practice bad recruitment habits while asking the same questions over and over again – the overall productivity of the team will be significantly impacted.
If a company hires a bad recruiter, the recruitment team will be the first to feel the consequences.
It’s quite likely that they will have to pick up the extra work that the new hire can’t handle. Also, they may have to handle tasks such as damage control with candidates or clients whom the new recruiter has rubbed the wrong way.
All recruiters have busy schedules, and, having to pick up the slack because someone can’t (or won’t) do their job properly is quite likely to result in a morale decrease.
Hiring a recruiter who is a bad cultural fit or not so good at their job can have a serious effect on a company’s reputation.
It takes only one bad conversation or decision from a recruiter to dismantle relationships a company has been working on for months (or even years). The key to avoiding such situations is to take time to grow your team, regardless of whether it is a recruitment team or any other team.
But, what if lots of work is streaming in and you don’t have enough manpower to sustain it?
That’s where we step in!
Do you need to grow your recruitment team? We can step in and take over your other recruiting tasks while you take the time to find a good in-house recruiter that will fit in seamlessly.
Maybe your IT department needs to scale quickly? Or, you’re looking to explore new markets and set up offices in new locations? We’ve got you covered there as well!
Avoid the mistake of making a bad hire because you need someone to fill that open position right away.
Team up with Popcorn Recruiters and tackle all your hiring needs without any risks or potential consequences to your company! Let’s chat!