CHICAGO and ATLANTA, Dec. 7,
2017 /PRNewswire/ -- When it comes to costly workplace
mistakes, few carry as hefty of a price tag as making a wrong hire.
According to a new CareerBuilder survey, companies lost an average
of $14,900 on every bad hire in the
last year, and it's a common mistake — nearly three in four
employers (74 percent) say they've hired the wrong person for a
position.
The survey was conducted online by Harris Poll from August
16 to September 15, 2017 and included a representative sample
of 2,257 full-time hiring managers and human resource professionals
and 3,697 full-time workers across industries and company sizes in
the U.S. private sector.
"It's important to note that there's a ripple affect with bad
hires. Disengagement is contagious — poor performers lower the bar
for other workers on their teams, and their bad habits spread
throughout the organization," said Rosemary
Haefner, chief human resources officer at CareerBuilder.
"The best thing hiring managers can do is put in the time and
effort on the front end to make sure they have the best available
pool of applicants for every job opening. And, just as importantly,
have good procedures in place for evaluating candidates."
When asked how a bad hire affected their business in the last
year, employers cited less productivity (37 percent), lost time to
recruit and train another worker (32 percent) and compromised
quality of work (31 percent).
What Makes a Bad Hire
How do you know if you've hired
the wrong person? When asked what made them think they had made the
wrong decision, employers who have made a bad hire said:
- While the candidate didn't have all the needed skills, thought
they could learn quickly: 35 percent
- Candidate lied about his/her qualifications: 33 percent
- Took a chance on a nice person: 32 percent
- Pressured to fill the role quickly: 30 percent
- Had a hard time finding qualified candidates: 29 percent
- Focused on skills and not attitude: 29 percent
- Ignored some of the warning signs: 25 percent
- Lacked adequate tools to find the right person: 10 percent
- Didn't do a complete background check: 10 percent
- Didn't work close enough with HR: 7 percent
Overall, this is how employers categorize someone as a bad
hire:
- The worker didn't produce the proper quality of work: 54
percent
- The worker had a negative attitude: 53 percent
- The worker didn't work well with other workers: 50 percent
- The worker had immediate attendance problems: 46 percent
- The worker's skills did not match what they claimed to be able
to do when hired: 45 percent
Workers Have Regrets, Too
Employers aren't the only
ones making regretful decisions. Two in three workers (66 percent)
say they have accepted a job and later realized it was a bad fit,
and while half of these workers (50 percent) have quit within six
months, more than a third (37 percent) have stuck it out. Workers
who said they had taken a job only to realize it's a bad fit said
they noticed their mistake based on toxic work culture (46
percent), boss' management style (40 percent), job didn't match
what was described in the job listing and interviews (37 percent),
and a lack of clear expectations around the role (33 percent).
Don't Let the Good Ones Go
While the cost of hiring
the wrong person can be high, the cost of letting a good worker go
is even higher. According to employers, the average cost of losing
a good hire was $29,600 this year.
And while 75 percent of workers say they're loyal to their current
employer, much less (54 percent) say they feel their company is
loyal to them, and nearly a third (31 percent) say they are likely
to change jobs in the next year.
Survey Methodology
This survey was conducted online
within the U.S. by Harris Poll on behalf of CareerBuilder among
2,257 hiring and human resource managers ages 18 and over (employed
full-time, not self-employed, non-government) and 3,697 workers
ages 18 and over (employed full-time, not self-employed,
non-government) between August 16 and September 15,
2017 (percentages for some questions are based on a subset,
based on their responses to certain questions). With a pure
probability sample of 2,257 and 3,697, one could say with a 95
percent probability that the overall results have a sampling error
of +/- 2.06 and +/- 1.61 percentage points,
respectively. Sampling error for data from sub-samples is
higher and varies.
About CareerBuilder®
CareerBuilder is a global,
end-to-end human capital solutions company focused on helping
employers find, hire and manage great talent. Combining
advertising, software and services, CareerBuilder leads the
industry in recruiting solutions, employment screening and human
capital management. CareerBuilder is majority-owned by Apollo
Global Management (NYSE: APO) and operates in the United
States, Canada, Europe and Asia. For more
information, visit www.careerbuilder.com.
Media Contact
Ladan Nikravan
Hayes
312.698.0538
ladan.hayes@careerbuilder.com
http://www.twitter.com/CareerBuilderPR
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SOURCE CareerBuilder