How to Reduce the Risk of a Bad Hire

Finding the perfect candidate with the skills you require can be an exhausting task. Even after countless hours of interviewing, you hire someone that ends up being a bad hire. Bad hires do not just create a disruption in productivity, a Bad Hire can cost your firm money. A new research study from CareerBuilder reveals that 66 percent of U.S. employers experienced losses in business last year due to bad hires.

Companies in the top 10 world economies reported lost revenue, productivity and business opportunities as a result of bad hires. A bad hire can constitute someone who did not live up to the expectations of their employer. The employee can fit into any one of the categories below.

  • Employee did not produce quality work
  • Employee did not work well with others
  • Employee had a negative attitude
  • Employee had attendance problems
  • Clients complained about the employee
  • Employee did not meet deadlines
  • Employee did not behave professionally

There are ways that you can reduce the risk of bad hire. You should request at least 3 professional references from the candidate. This should include the name of the reference, the capacity in which they worked with them, and when and where they worked with them. Asking the right questions can reduce the risk that you will hire a candidate that does not have good work ethic or one that is not a team player. You can also request writing samples to evaluate their quality of work.

Another option would be working with a staffing and recruiting firm to find the candidate for you. Even if resources are tight, working with a quality firm can eliminate the costs and labor-intensive hours of finding the right hire. Staffing and recruiting firms also offer freedom and flexibility to “try before you buy” candidates as contract, temporary or part-time workers before taking them on full-time. This will be effective because it is an excellent way to staff jobs where trial periods have proven useful in evaluating employee skills, work quality, and overall fit to the office culture. If after a certain amount of time has passed and the employee is not meeting your expectations, you will not have the hassle of terminating the employee. You can simply request that the staffing agency provide you with another candidate to evaluate their skills and abilities.

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