How to Recover from a Bad Hire | An Employers Guide
The government recently published the Employment Rights Bill (ERB), which introduces unfair dismissal protection. The pressure will be put on employers to ensure that the hiring process is solid with this new legislation in place. Even before this, hiring the wrong person can be a costly and time-consuming mistake for a business. Not only does it disrupt a team & damage morale, on average a bad hire costs an employer 30% of the annual salary & approximately 52 days to hire someone in a role from resignation to a new offer. This can be a costly & stressful process for an organisation. In this article we want to explore how you can recover quickly from a bad hire and prevent this from happening again.
One of the first things you need to do is identify where there is a hiring mistake. There are a few key things to look out for such as consistent mistakes, despite training and guidance. You may also identify a lack of Initiative with a passive approach and waiting for instructions rather than contributing ideas. Sometimes there’s just no teamwork and low motivation from the employee; all of which indicate early on that this is likely a poor hiring choice.
Reflecting on the hiring process
More often than not a bad hire is a result of the hiring process, so this is the first place to reflect upon once you have identified a mistake in a new employee. It is important to review the process that was followed for the recruitment process, specifically, what about the process could have led to a misalignment in the hiring expectations.
Firstly it is essential to set out the role objectives when the role is established; there needs to be a clear definition, outlining the expectations from the employer and how it integrates within the organisational structure.
Secondly, it can be valuable to collaborate with a specialised recruitment agency during the hiring process. Engaging a professional partner who can provide expert feedback on the role’s requirements and enhance the brand’s presentation to the market, while also saving your valuable time.
The shortlist provided by the recruitment specialist will include candidates who align with the role’s specifications (step 1), as well as the medium and long-term objectives that support the business vision.
Additionally, to ensure you get maximum visibility in the market of candidates, partnering with a specialised recruitment firm can introduce you to candidates who may not be reachable through direct advertising or job boards, which ultimately streamlines the process of reviewing resumes and managing the offer and onboarding stages – again saving valuable time & always going back to those role objectives.
Once deciding to work with a recruitment partner, it is important to select one who understands your business, culture and team dynamics to ensure a smooth hiring process and the right candidate selection!
While many recruitment firms are driven by key performance indicators (KPIs), this approach does not always lead to successful placements. Working with the right individual – you should feel confident that they are abreast with the movers and shakers in their market area. They will provide you with market condition feedback – is the role achievable to fill and does it attract the right level of person you are looking to appoint?
The interview process is an important part in the hiring process & if not run correctly can result in a bad hire. During the interview process, it is vital to clearly outline the role’s requirements, highlighting both the exciting and more routine aspects of the position. Transparency during the interview is essential however, it is equally important to present the opportunity compellingly, particularly in a challenging job market.
You should establish a structured interview format that includes a company overview, objectives for the upcoming years, and details about the role. By preparing a structured approach and questions for the candidate, you will increase the likelihood of securing their acceptance of the offer. It is also important to maintain communication throughout the candidate’s notice period, as counter-offers are prevalent in the current market. Partnering with a professional recruitment firm can help manage everything from interview to successful hire.
To prevent bad hires in the future it is important to work with a specialist recruitment partner, who is suited to your business & can help to prevent hiring mistakes in the future by alleviating some of these recruitment errors.
Finding the perfect talent can make all the difference for your business. At Howett Thorpe, we don’t just fill vacancies, we build lasting connections. With over 35 years of experience and a proven track record, we have a deep understanding of the financial, accountancy & business support recruitment landscape. Our dedicated consultants take the time to understand your specific needs and ensure a tailored approach to finding the ideal candidate, saving you valuable time and resources. Whether you’re a growing start-up or an established company seeking top talent,
Get in touch with our team if you would like to speak further about how we can help your business find the right talent.