Hiring managers, imagine for a moment that you are conducting a job interview that is going well. You like the candidate, his or her resume is perfect, and things are looking rosy. You start to feel excited as you imagine this person thriving in your workplace. Days later, you confirm with the individual that he or she is hired! The onboarding process goes smoothly, but after that, things go downhill fast. The employee you hired is not cut out for the job, nor is the individual a good fit for your company’s culture. “Another one bites the dust,” you think to yourself as you begin estimating what the person’s exit from your organization will cost.
For some hiring managers, this scenario isn’t an occasional blip; it is a common occurrence. In fact, 95 percent of employers are dissatisfied with their new hires. In addition to being bad for company culture, dissatisfaction with new employees, which leads to turnover, is also expensive.
Bad Hires are Expensive!
Recruiting the wrong people is an issue for every organization. While it’s not unusual to recruit “bad” hires, it is extremely costly. LinkedIn’s infographic The High Cost of Unhappy Employees says that “turnover costs can be as high as 100-300 percent of the departed employee’s base salary.” Ouch!
Grim statistics aside, why is it that organizations hire the wrong employees? One reason could be that companies attract unfit candidates and therefore don’t always have sufficient talent to choose from.
Is Your Company’s Branding Attracting Bad Hires?
Bad hires happen for different reasons. Sometimes, a lack of training turns a good hire bad. Other times, candidates don’t end up being who they presented themselves to be in an interview. And many times, an employer’s mediocre branding attracts bad hires. That’s right, a company’s boring job ads and dry digital advertising can draw the wrong type of job seekers.
Job advertisements are important. They give candidates their first impressions of a company. Sadly, too many job ads are downright pitiful, lacking both character and creativity. In his engaging blog post Employer Branding 101: Why Employers are Dissatisfied With So Many of Their Hires, Scott Engler wrote,
“Instead of posting the driest, wordiest, and most basic descriptions (that nobody reads and retains anyways), leave the jargon for your new hire welcome packet. (In job descriptions), describe to candidates exactly what they would be doing on an average day (or week) on the job.”
Engler went on to provide an excellent example of a juicy job description sure to attract top talent. Last, he humbly suggested that companies hungry for a change add some serious zest to their branding — specifically their job advertisements.
Does your company experience too much turnover? If so, maybe the root issue is primarily bad branding, not bad hires.
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