Is Making a Poor Hire Costly?

January 04, 2019

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Posted by: Kirsten Quarman



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It happens. A candidate looks great on paper, but they don’t live up to their qualifications once they’re on the job. Many hiring managers have been disappointed after discovering they’ve made a poor hire.

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A poor hire could affect your business, in more ways than you may have considered. Keep reading to find out why.

The Signs

Some signs of a poor hire are subtle, while others are obvious.

For example, even though your new hire just started, they’re already asking for a promotion. It’s great to see energy and enthusiasm, but employees must earn their way to the top, proving their worth through performance.

An employee who constantly asks for help may also be a poor hire. A learning curve is to be expected, but the inability to grasp key aspects of the job within a reasonable time frame could mean the new employee isn’t meant for the role.

An employee who’s always talking about what they will do rather than doing it is also a warning sign, as is a new hire who is already asking for time off. Finally, a new employee who is always on their personal phone or on social media at work is also a red flag (unless social media is part of their role).

The Impact

The new hire isn’t delivering the results you expected, making it hard for them and others to meet their targets and deadlines.

A poor team player can also hurt morale. Being a collaborative part of the team is just as important as having the necessary skills for the role. A new hire should be a cultural fit and a great team player.

The effects of poor cultural fit go beyond the new hire’s team members. Your employees are a reflection of your business, and a poor hire may also damage your customer relationships and reputation. Whether they aren’t meeting deadlines or they’re providing inferior service, customers may not be satisfied. This could reduce your client base and have a detrimental effect on your bottom line.

Your bottom line may also be affected by the resources spent on hiring and training the new employee, as well as the time and resources spent on finding a replacement.

The Solution

The first step is to have a conversation with this employee.

Speak with the employee and explain you’re dissatisfied with their performance. Give them careful feedback pinpointing your concerns. Ask the employee why they aren’t happy or aren’t able to perform at a higher level. They may have had different expectations from the role.

Ideally, the employee will accept your feedback and actively change their behavior. Otherwise, it may be time to find a replacement.

Can a recruitment firm really help you hire better? A recruitment firm will have a team of recruiters ready to find your next hire and the expertise and experience to ensure you hire the right candidate the first time.


Kirsten Quarman

Kirsten Quarman

Kirsten has 25 years of global recruitment experience, working for global and national staffing companies. As Vice President, Western Canada for Talentcor, Kirsten oversees our Victoria, Vancouver, Calgary, Edmonton, and Winnipeg branches. Some of her specialties include administrative, light industrial, skilled trades, sales & marketing, customer service, supply chain, accounting, human resources, insurance, and legal. Outside of work, Kirsten enjoys mastering new skills and achieving goals she sets for herself each year, like learning new sports and exercising.

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