salvaging bad hiring decision
- 1. HUMAN RESOURCE MANAGEMENT:- ORGANIZATIONS SALVAGE BAD HIRING DECISIONS Submitted to: Dr. IRSHAD NAZEER Presenter: VIPIN P.P 2nd semester MBA-D section
- 2. The article speaks about The article have been published by Society for Human Resource Management, The cost of a bad hire can go up to five times that employee’s annual salary, according to their study. Employees who are unable to fulfill these and are not confirmed after the completion of six months undergo a performance enhancement plan. "It is impossible to bring the number of wrong hires in any company down to zero," "Recruiters need to develop specific parameters for hiring, and interviewers should look beyond resumes. Openness and honesty during the on-boarding and induction processes should be encouraged.“ SOURCE: SOCIETY FOR HUMAN RESOURCE MANAGEMENT
- 3. Hiring • the process of reviewing applications, selecting the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision
- 4. WHAT OR WHO IS A BAD HIRE ? A Bad Hire is an aftermath of a poor hiring decision, in simple words an employee who is not compatible with your organizational goals, objectives and philosophy for any of the following reasons : • Skill Mismatch for the Job • Cultural misfit • Attitude Issues • Inability to perform
- 5. • Relationship with Co-workers and Employers – Disrespectful, Unhelpful • Work – Unable to grasp simple instructions. Repeatedly makes similar and expensive mistakes. • Attitude – Shows no respect for company policies and rules. Traits of a Bad Hire Cost of a Bad Hire: Organization: Employers / Decision makers: Co workers : hiring cost + compensation + Cost of maintaining the employee + Disruption cost + severance Their capabilities be questioned by the management. Negative impact Time and Cost spent in training the employee. Stress and Inconvenience. Lost productivity:
- 6. How to do it right the first time In depth interviewing process An interview panel consisting of senior colleagues. In case you have more than one suitable candidate shortlisted for the position. Don’t compromise.
- 7. Remedial Measures • Coaching and training the employee with the necessary skills. • Hire Slow Fire Fast. • Role Change to another position. • Learn from the past. • There are many more evaluation criteria which have been developed by researchers like situational tests , EQ tests.
Editor's Notes
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