Why poor recruitment will affect staff morale and their productivity

There is a saying from many moons ago that warns the consumer “buy cheap, buy twice”. The ethos behind the saying rings true when it comes to recruitment, not that we suggest businesses ‘buy’ their new staff! Rather, the ethos that making a poor recruiting decision – rushed and ill thought through, with a weal recruitment process – can store up a whole heap of trouble for you, your team and your new staff member.

With Staff Bay‘s understanding of today’s competitive marketplace, businesses need to make sure they are getting value for money – and hiring the wrong person can be a huge costly mistake.

The cost of a bad recruitment decision

The costs are high, very high. Searching, advertising and head-hunting people can cost around 25% of the basic salary of an employee (these costs will vary across sectors, as well countries). Add to this the cost in terms of time spent creating adverts, interviewing and deliberating on who is best.

If it doesn’t work out, then there will also be the financial costs and time implications of working out how to let the employee go, whether this is sacking or making someone redundant.


And the bad news does not stop there…

When a poor recruitment decision has been made, there are also implications within the organisation too, again financially and in terms of time. If someone is not meeting expectations or coming up to scratch, they will need to be supported; companies may already have something in place to support this (for example, trucking companies may have software from somewhere like Tenstreet https://www.tenstreet.com/compliance in place) and this may solve the issues but likewise, it might also be a ‘propping up’ manoeuvre too preventing you from doing what you should.

The cost of a poor recruitment decision is harder to bear the smaller the business is. In such cases, senior management, more often than not needed to work on more strategic aspects of the business can find themselves dealing with issues relating to expectations not being met, tasks not being completed to the highest standard and so on.

Revenue generation

With some businesses and industry sectors, the cost of a poor recruitment decision can also have another difficulty; if the position is sales orientated, and the new employee is not meeting expectations then this becomes almost immediately obvious. If targets and missed, goals not reached and sales made, then revenue will suffer and for many a business, this is simply not an option.

Long term damage

A poor recruitment decision can also have a long-lasting damaging impact; many colleagues, including the senior management team, can feel aggrieved and disgruntled… and leave. This is a drain on the company.

It can impact your reputation too, especially if you do not carry out employee verification and background checks (which tend to be provided by companies like Checkr). In some cases, one business seems to continue making the same mistake over and over again and this can lead to an unfortunate reputation of being a company that does not have the structure to support its staff.


And the answer lays in…?

A robust recruitment process that is honed over the months to seek out the right person. At some time, every business, regardless of their size, has got it wrong; the person sitting before them can promise the earth, tick the boxes and, to all intents and purposes, they look and sound right but… after hiring, the person that materializes is not what was expected or needed.

But, rather than being too downcast about this ‘failure’, see it as the perfect opportunity to review and revamp your recruitment process. In the first instance, you need to objectively assess what and where the recruitment process went wrong.

Asking questions is one way of gathering opinions…

  • WHY do we want to recruit someone?
  • WHAT is the purpose of the job?
  • WHAT are the main duties of the position?
  • HOW will this role fit with other roles, and therefore people in your organisation?
  • HOW are you going to review and evaluate the new recruit… as well as who will be responsible for this etc.?

Being clear and concise is the key

Recruiting on the hoof is not the answer, or making a decision based intuition alone are not the factors that will drive successful recruitment.

Having a clear strategy for recruiting is simply essential. Taking the time and setting out a clear plan for recruitment adverts, as well as the activities for the day are key factors too. All too often, businesses can rush the process as they feel that under pressure to fill the post but rushing can lead to disaster.

Making the right choice, based on hard facts, rather than a ‘good enough’ attitude really does mean that in terms of recruitment, ‘buy cheap, buy twice’. Make the right decision the first time.