Finding the right candidate for any profile is very costly not in terms of money but in terms of energy and time also. But the cost of hiring a bad or wrong candidate is huge that not only have tangible but non-tangible effects. Just ask any experienced hiring manager or any recruitment agency how well worth are the efforts which they put to find the correct person for the job. Bad candidates or hires not only cost more in terms of money but it also leads to operational inefficiencies and decreases productivity.
Employers are doing everything to get skilled and professional candidates, which is just like a battling war for talent. From making internal procedures stringent to partnering best job recruitment Services in Singapore, they are trying all ways and means to make the correct hiring decision for getting the best resources for their organization.
But what happens if still hiring goes wrong and the hired candidate is not up to the mark. Agencies who provide staffing services in Singapore explains the real impact of bad hiring and how that can be avoided,
Bad Hire Impact
A bad hire is equivalent to a bad apple, which can’t be eaten and also becomes a threat too of spoiling others. The real impact of wrong hiring can be defined in terms of quantity and quality as per job recruitment agency in Singapore:
- Productivity Loss, a quantitative – Organization’s resources are utilized by the wrong candidate without giving any productivity in the job. Other things such as training, coaching, mentoring, and many others are also sapped by him/her, on which organization spends a lot of money and time. Apart from all these, the cost of the entire hiring process also goes into the vein which involves a strategic designing and follow-up of tests, interviews, paying fees to job consultancy in Singapore, etc. These costs create a financial sink that drains money and resources of the organization, overall creating a huge negative impact on organizations’ productivity.
- Cultural Impact, a qualitative – The productivity deficit or lag created by the bad hire need to be covered by good employees and they need to burn their hands on that extra work. This often creates a little disengagement among the team members. This overall lowers the performance bar for average employees too. This unknowingly creates irritation and issues in the team. For this, the organization again needs to invest time and money for resetting the organization’s values and behaviors.
How to Prevent Bad Hiring?
Bad hiring is a high-risk position for any organization and puts a lot of pressure on the hiring manager who works either for the organization or in the best recruitment agency in Singapore. Apart from traditional screening, shortlisting, selecting, and interviewing, hiring managers also need to bring inherent subjectivity in the entire process. This inherent subjectivity, as per Singapore staffing in services, demands assessment of the candidate from psychological biases and non-quantification of competencies, like:
- Give objectivity and weightage to soft-skills.
- Clearly define pre-requisite & trainable competencies and skills.
- Correctly define the job profile from technical, management, and financial perspective.
Apart from above, hiring or talent acquisition teams need to be tech-savvy and know how to apply technology innovations along with scientific rigor in the hiring process so that the right person is hired.
