Consequences of bad recruitment for companies

Recruiting

In Human Resources, Recruitment is the process that seeks to attract candidates for existing and possible job vacancies. A bad recruitment has as main consequences: loss of time and money - a recruitment process is always long and complex; bad reputation - employee turnover may not be seen externally as something positive; employment branding - be careful with bad references from ex-employees.

Choosing the right talent is important. Why?

It has a cost: hiring someone costs money, from the salary you decide to pay the employee, to the training you may invest in him/her. If the candidate leaves the company after a few days/weeks, that costs money too, so you should invest in someone with a low risk of leaving.

Hiring the wrong talent can be difficult for your team: welcoming a new employee changes the team dynamic. If this person is not the right fit, team morale can be affected as the team has to adapt, work harder, etc. When this person leaves, the team also must reorganize for their absence. With a lot of work and no motivation from the new dynamic, your team may lose in productivity. Take care of your employees' well-being.

It is important to analyse the culture of the companies where the candidate has worked before, their size (if they were family companies or multinationals). In addition, it is very important to understand the career stage in which the professional is at.

Bad hiring can even cause discomfort for clients, who will no longer trust the company. Employer branding is important because it can help candidates or companies to choose your company and your services over others. Nowadays, people are looking for a purpose in their career, so working for a company with a good reputation and values is very important.

Losing some precious time: welcoming a new employee takes time. Interviews take time, so does hiring someone, setting up their devices/equipment, possibly organizing training. Recruiting the wrong person can waste precious time of anyone in your company. To minimize risks, you should invest in a well-structured recruitment procedure.

The selection should be made considering two fundamental axes: the technical competence for the function and, perhaps the most important, the analysis of interpersonal competence.

Constant dismissals damage the image of an organization. The basic principle for a good hiring is to know how to select people who fit the profile of the position offered and the work environment proposed by the company.

How to avoid it:

• Have a clear definition of the profile you want to recruit, and what soft skills/hard skills are mandatory or non-negotiable.
• Write a clear, precise and honest job description to attract the best candidates.
• Dedicate time to assess each application.
• Trust the recruitment to a specialist company such as Fed Finance.

The success of any organization depends not only on the quality and competence of the people and their work teams, but above all on a good environment and social cohesion. Using a recruitment agency can help reduce the risks involved in hiring a new employee for your company Find out why you should not do without the service of a recruitment agency.

Also read: Why are social medias important for all companies