From the cost of recruitment and training to the disruption and impact on staff morale, the price of bad hiring has far-reaching consequences for any business or company. In a large organization, bad hiring decisions can have a significant financial impact, and in smaller companies, it can go as far as jeopardizing the prospects of the business even before it kicks start properly, leading to loss of customers or clients. But, hiring the right team determines the success of a business. Every employer wants their business to succeed so how can employers deal with a bad hiring decision to avert future losses and how diplomatically can they handle such circumstances.
No matter how thorough your hiring process could be, some employees might not just fit in your business or company. You may think of firing the employee because of his or her poor performance or unacceptable behavior in the office, but it isn’t as easy as it seems. Any bad hiring decision affects the company's fortunes. From bearing the cost of possible replacement of the candidate to investing money and time in elevating the organization, a bad hiring decision is a risky venture, but when it happens, how do to mitigate the risk of bad hiring and what do you do?
Keep Firing as the Last Option
It’s a bad situation for any organization to be in, especially if your first and immediate action is to fire the employee on the spot, it could do more damage to the company and not forgetting the legal repercussion of such an act. The late author Dr. Pierre Mornell once noted that “the cost of replacement of that employee is two and a half times the person’s annual salary.” So if that employee refuses to mend his or her ways even after the counseling sessions and repeated warnings, you have to turn to fire that person as the last option.
Every organization makes bad hiring decisions at times, while you can’t escape the ill effects, you can certainly take precautions to avoid them.
Make Changes in the Hiring Process
Make sure your HR team does thorough reference checks before finalizing any possible candidate for your organization, put in a system to gauge the interest and motives of the candidate, the selection process needs to include an exhaustive dialogue with the HR manager and all the involving team to avoid future situations of hiring the bad candidate. It is always better to understand whether or not the potential employee sees your company as a source of adding value and experience to their career path.
Strict Warnings for Existing Employees and New employees
It is not necessarily only new employees who will create problems within the organization. An employee who has been on the team for a while can also cause problems with a new hire. This can be due to many reasons. For instance, competition from new hires, high insecurity levels regarding jobs, and so on. Firing an existing asset of the company harms the company’s reputation, and hence, it becomes all the more important to have a counseling session. Most organizations have an in-house counselor for their employers to help them overcome their challenges.
Bad Hires Should be counseled
It is important to have a proper system in place to resolve such a situation. If an employee is influencing the environment negatively, it is necessary to have a series of counseling sessions with him or her. Try to understand the reason behind the employee’s misdemeanor and poor performance. Even though it is a long process and may not always get you the needed fruitful results, it is a rather inexpensive option for the company. Acquaint yourself with the problems your employee is facing. There’s no harm in getting his or her perspective to arrive at a decision. It’s important to do, so you could a better perspective of their situation.
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