A report commissioned by the Chartered Institute of Personnel and Development had this to say in respect of Assessing Candidates for Recruitment:
“When it comes to making final decisions, the more datadriven recruiting managers can be, the better.”
Fortunately most recruitments turn out successfully, the employer likes the new recruit and the recruit likes the company and the new role! Sadly, not all recruitment placements will go as planned, for various reasons.
Maybe the appointed Candidate was disappointed with the role, or perhaps didn’t settle in the company?
Possibly the recruiting company felt the new employee wasn’t fulfilling the demands of the role, or did not integrate well with the rest of the team?
There are many reasons, why a recruitment project results in a mis-hire. Whatever the reason, the mis-hire has an impact on both the ex-employee and the company.
The ex-employee has to look for a new role and may well be demoralised by the recent experience. In most cases they will learn from the mis-hire and move on to a more rewarding role.
However, the impact of the mis-hire on the Company can be very damaging:
● Disruption to the company and particularly the team into which the employee had been placed
● Cost of the onboarding process, including a possible recruitment fee
● Employment costs, including salary, bonus, pension contribution and period of notice costs
● Onboarding to be repeated in replacing the departing employee.
● Impact on the morale of the team in losing a colleague
Mis-hires are fortunately the exception rather than the rule but when they occur, they can be extremely expensive and damaging.
Tomorrow I will analyse the real costs associated with a middle level Executive Manager Mis-Hire
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