For many employers, recruiting new employees is often a headache. Labour shortages and the pandemic remain major challenges for companies.
“Faced with such challenges, employers will often turn to a second choice or a person who doesn’t fit in with their corporate culture, simply to fill the position. Unfortunately, this decision is often very damaging for the company,” points out Marie-Louise Tassé, Senior Human Capital Consultant at Amyot Gélinas Conseils inc.
It’s difficult to recruit talented candidates who match the company’s expectations. However, if an employer wants to survive and prosper, he or she must take innovation, quality and direction into account when making human resources decisions and taking action. We no longer want a satisfied employee, we want a mobilized and committed one. Notwithstanding this important aspect, a bad employee will damage other facets of the business.
Impact on the work team
Morale, work overload and productivity will be affected by this unsuitable person, whom the company has added to its team. This new person’s lack of cohesion, non-sharing of values or simply lack of competence could be the primary reason for the departure of key employees or talent on which the company is counting.
Impact on customers
A weak link (wherever it may be) will have a negative impact on customers. Problems caused by someone in a customer-facing position will be easy to spot, but in the opposite case, problems caused by “that weak link” will be more insidious and damaging if the company can’t detect them.
Impact on corporate image
The employer’s reputation could also be at risk. In a world where working conditions, corporate culture and work atmosphere are everything, the redundancy of a job offer could falsely lead future applicants to believe that this company has a high turnover rate, and therefore that working conditions or work atmosphere are bad.
What’s more, customers who follow their supplier via social media and witness and/or fall victim to employee changes could also be left with a misleading impression of the supplier’s quality as an employer.
Impact on productivity
Finally, the time required to train or integrate new employees, which has an impact on team members, results in a loss of productivity that directly affects profitability. Doubling or tripling this time because the hiring process has to be repeated only leads to inconvenience and additional costs.
According to the National Business Research Institute, poor recruitment can cost up to five times the employee’s salary.
“We can therefore conclude that it’s better to take your time, look for the right person through a proper recruitment process, and not hire someone in a hurry. The costs of recruitment and the process will seem incidental if we compare them with the impact and losses that can result from a poor hiring process,” concludes Marie-Louise Tassé.
To reach Marie-Louise Tassé, Senior Human Capital Consultant at Amyot Gélinas Conseils inc. :
450 971-1550, ext. 3501
