This week on the 95.3 WBCK Morning Show, Jim and Ben from US Staffing talked about something many of us know about: Bad-hires! You know, those people who we hired, but wish we had not.

The average time spent by recruiters looking at a resume is only 5 to 7 seconds. Jim says he once sifted through an entire stack of resumes during the fourth quarter of a Lion’s game sitting on his couch. “I spent about 10 secs on each resume.”

Ben brought up an interesting statistic about employees:  30% of them search for new jobs while at work.  He said, “So, if you are employee at work right now and hearing my voice, you should go to today and apply. We won’t tell!”

Some other interesting stats:

  • 53% percent of resumes and job applications contain falsifications.
  • 70% of college students indicated they would lie on a resume to get the job they wanted.   The guys caution that creating fake-news on your resume or application is very unwise. Don’t lie on your resume.
  • The average “bad hire” that leaves a company within six months costs the company approximately $40,000 in various costs.

A recent article in the Harvard Business Review talks about what to do when you make a bad hire. Sometimes it happens that a candidate who had the right credentials and had great references turns out to be an unexpected problem after hiring.

  1. Prepare for a direct, and probably uncomfortable, conversation with the new hire. Leveling with the new hire about your dissatisfaction and their performance can open the way to problem solving.
  2. Keep in mind that the new employee may recognize the same problems that you do and be grateful for the opportunity to clear the air and work on a solution together.
  3. Try and repair the situation by re-assigning the employee to a different area. If the employee is a solid contributor, then maybe the employee can be moved to a different department. This does not always work, but it is an option.
  4. Think about the current, and future, cost of keeping a bad hire in the company. In some situations, the negative impact on co-workers by this bad hire cost the company greatly in the form of reduced productivity and turnover.
  5. Try to make the exit out of the company smooth and with the least amount of disruption. Start by negotiating a mutually beneficial plan with this employee. An honest conversation can give the employee and you the opportunity to make the transition cordially and, hopefully, you’ll part-ways as mature professionals.

And Jim and Ben say to definitely work this out with your HR department before taking this on with the new hire.  If you’re an employer and you’ve made a bad higher that you want to replace, contact us. We have a huge list of great employees who want a new place to work. And if you’re a solid employee and need a new address to work at, call us. We are matchmakers looking to connect great employers to solid employees.

On Facebook at US Staffing Agency.

914 Columbia Avenue in Battle Creek

(269)589-6507. Let US Staffing help you find that new career, or that new employee




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