A bad hire has consequences for any organization. When you consider the cost of recruitment and training, as well as the impact on staff morale, it becomes evident that hiring the wrong person can be detrimental to your practice. Avoiding bad hires is essential, as people are the foundation of your organization.
Decrease in Productivity
If the person you hire does not possess the skills they claim on their application, they may not be able to execute the requirements of the job. Not only will this impact productivity, but it will also force other staff members to work harder to meet deadlines. A bad hire can make your best team members leave, taking their skills, knowledge, and expertise that you developed in them. Those employees that stay might question your authority and become dissatisfied in all areas of their work.
The Financial Impact
Estimates regarding the cost of a bad hire vary, but all research points to a considerable sum. The expenses include those associated with the interview process such as travel, hotel and meals, training and orientation, and employment testing. Termination expenses include Cobra, unemployment, and potential legal costs. Add to this the money that it will cost you to repeat this process with a replacement, and you begin to see the numbers rise. With the cost of hiring and training new employees increasing steadily, it is essential to thoroughly screen potential employees.
Damage to Reputation
All bad hires, especially those who are client-facing, can damage company relationships. The cost of obtaining a new customer far outweighs the expense of keeping an existing customer, and one negative interaction can make a customer walk away. The organization’s reputation is not the only one that may suffer. If you, as a manager, establish a pattern of bad hires, you may gain a reputation as being incompetent.
Avoiding Bad Hires
Not hiring an employee is better than hiring a bad one, so be patient and take your time finding the right candidate. Know what you want in an employee by looking at your needs and the skills you would like to add to your organization. Soft skills, such as leadership and communication, are essential when looking at a candidate’s skill set. Always try to use the resources you have available when hiring employees. Human resources can assist with job descriptions, and employees may be able to refer a new employee to you. Top employees receive many offers, so try to sell your company as well as possible.
Looking to Find Top Talent?
If you have staffing needs within your practice, consider contacting CnStaffing. Our team of healthcare recruiters and staffing consultants can assist you in finding a solution to your staffing needs.