Many managers fall into the trap of believing that a warm body on the team is better than none at all. They lose valuable knowledge, experience, and expertise that were shaped by the individual employee’s unique tenure at the company. This domino effect can result in costing even more money and sending company culture even further down the tubes.
If a new hire is under-qualified or inept at the work they were hired to complete, this could also cause contract issues with current projects. Often, bad hires stick around for a few months longer than they should, costing managers valuable hours spent managing their performance and creating improvement plans. While much of this is the worst-case scenario, it’s a fact that bad hires do happen and are a cost of doing business.
It’s crucial for the employer branding to be honest and to match the reality of the company at every stage of the employee lifecycle. Many companies ask applicants to include references in their application information, but a surprising number of employers never actually check the references they are given.
Just like proofreading, having a hiring team rather than a single hiring manager can save a company costly mistakes. On the other side, it helps a candidate gain a deeper understanding of the responsibilities of the job, which can help them make a decision about whether or not they want to move forward.
By refining the hiring process, managers have the ability to avoid costly hiring mistakes and can focus their time on further developing the great hires they do make.
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