5 Smart Steps to Restore Bad Hiring Decisions

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You have made a bad hire. What do we do now?

It can be extremely difficult for a company to reach that conclusion because it is expensive to hire and involve someone. According to some estimates, the average American employer spends about $4,000 and 52 days hiring a new worker. If you find that you have hired the wrong person, this can be a real blow to your confidence in your hiring skills and your track record.

How can you recover? Recognizing that you made a mistake and taking immediate action to fix it are important first steps. Unfortunately, many companies don’t stop the situation from budding and let the bad performance slip away in the hope that it will correct itself.

This is rarely the case. Keeping a bad recruit too long will put a strain on team morale and productivity within the company as a whole. And it’s also not good for the employee who’s probably in trouble. Ultimately, both parties benefit if the wrong employee finds a more suitable job.

Take these five smart steps to overcome a bad attitude and prevent it from repeating itself;

1. Determine why it is a bad recruitment

Before taking action, dig deeper to find out why the employee is not active.

Is it a problem of organizational adequacy or a lack of skills? Has the employee made false statements about his or her expertise or lack of expertise? All of this? Or maybe you made a hasty decision and overlooked possible warning signals. Whatever the reason, once you have identified the cause of the problem, you will know if the problem can be resolved or if abortion is the best way.

2) Determine if a reassignment is possible

Suppose the employee is well suited to your work environment but has difficulty using a machine or software that is essential to your business. These skills can usually be taught. Or, if an employee is not best suited for the position, but has the strength for other roles in the organization, don’t be too quick to dismiss him or her. Instead, consider assigning them to another position.

You don’t want to lose someone who has the right culture and the right team spirit, especially if they have the skills to assert themselves in another position. These qualities can be hard to find in today’s competitive labor market. It can make sense to keep the wrong people if they have real potential and if their training for a new role costs less than restarting the hiring process.

If you decide to give a bad recruit a second chance, communicate your expectations clearly. One way to do this is to set up a detailed performance improvement plan that sets measurable goals and a timetable for achieving them.

For example, if an employee needs to improve their computer skills, develop a performance improvement plan that states that they must attend three courses in the next quarter and demonstrate improvement by a certain date. Make sure they understand this; if they don’t achieve the goals within the agreed timeframe, they can be fired.

In addition to the performance improvement plan, you should document all discussions about coaching and progress and disciplinary actions. These documents show that you are committed to the success of your employees and can help reduce your company’s legal liability.

3. Let your mission guide you

The truth is that the decision to keep or dismiss a bad attitude is not always clear and should be made on a case-by-case basis. If in doubt, think of the bigger picture. Refer to the mission, vision, and values of your company. They form the basis of your company’s culture and serve as a blueprint for the direction it is going. If the employee’s behavior and skills don’t match what your organization is about, they don’t go well together.

Don’t sacrifice your company to avoid making a difficult decision that may need to be made. It’s not personal it’s just business. Keep it that way. Be professional and polite and always do as much as you can to help all the employees you need to let go. For example, if they haven’t been in the company long enough to justify a severance package, consider providing the resources to help them find another job.

Taking the high road helps them and you: If employees make a good impression of your company, they will be more likely to send you recommendations for job applicants or business prospects in the future.

4. Do you know when to throw in the towel?

There will be cases where bad attitudes simply can’t be saved, period. If you’ve given them every chance of success and ruled out a transfer to a new role, it’s time to think about it, cut them loose and reduce your losses.

Here are some scenarios where scheduling can be the only solution:
  • The employee has completely misrepresented his skills. This can lead to immediate termination.
  • The employee has excellent skills but is a terrible team player.
  • The employee consistently shows disrespect and lack of commitment to the company by not following basic company policies despite repeated warnings.
  • Investing in the employee would cost more money and time than your company can realistically afford.

5. Avoid future misplacements

Every business owner makes hiring mistakes. But they are not a complete loss if you learn from them and use the knowledge you have gained to make better decisions about hiring employees. Take a close look at what happened and why it happened so as not to make the same mistake twice.

A good starting point is your recruitment and interviewing processes. Where do you try to find people? What questions do you ask applicants? They may not be specific enough to identify problem areas. And are the people asking the questions sufficiently trained in the interview? Asking the right questions can help identify potentially problematic behaviors or attitudes and determine whether candidates really have the skills they claim to have.

The next step is to make sure that you communicate the job descriptions clearly with the applicants. State your expectations of the role in detail and at the same time confirm your corporate culture. Applicants should know that they are looking for the whole package: an employee with the necessary skills, who is also consistent with your company’s culture, mission, and values.

If you find that a new employee lacks cultural aptitude or certain skills, it’s a good idea to wait no longer than 30 to 45 days for feedback. Give them the opportunity to do something about it. Don’t let the situation rest on its laurels any longer.

Admitting that you have done a bad job is a painful realization. But if you act wisely and quickly, you can make the most of a bad situation and avoid future mistakes in hiring.

Best recruitment methods to address the above mistakes

Building a talent pool

Talent pools are groups of candidates you have already hired who can fill future positions in your company. This can help you reduce the time it takes to hire and hire people since you already have qualified and pre-screened candidates when you fill the position. Build talent pools:

  • Take a look at previous recruitment procedures for candidates who have reached the final stage or who find new candidates. Previous candidates are of course qualified, while new ones will help you build a more complete and diversified database of candidates. You can also consider candidates who have turned to your company by submitting their CVs. If the candidates are based in the EU, make sure you comply with data protection laws such as GDPR.
  • Inspire old and passive candidates. Your pipelines are stronger when candidates know you are considering them and when you stay in touch. Let them control how often you communicate with them, either through face-to-face meetings or by sending them useful content and information.

Training of recruitment teams

Even experienced recruitment managers and investigators may need to improve their recruitment skills. Combating prejudice is a common reason to form recruitment teams, but it is also important to coach candidates in interviews or builds relationships with them.

Here are some ideas for training recruitment teams:
  • Ask interviewers to prepare for interviews. It is useful to give them a checklist.
  • Encourage them to take the Harvard Implicit Association Test to identify their hidden biases. It is also a good idea to educate them about how prejudice works.
  • Organize fake interviews. This is particularly useful for inexperienced interviewers.
  • Dissemination of recruitment resources. Ask each member of the recruitment team if they are interested in receiving interesting articles or videos with recruitment tips. Set expectations for the amount you need to read, for example, send an article once a month.

Diversify your recruitment strategies

It’s good to advertise on a job board that, as you know, will attract good candidates. But this is a missed opportunity to create a really strong hiring process. Remember. Remember:

  • Use social media to post your jobs or promote your business.
  • Introduce your culture, benefits and employee stories on your career page to attract more candidates.
  • Attend job fairs and organize recruitment activities whenever possible.
  • Use tools such as people search to select candidates based on their workplace, skills and other work-related criteria.

Investment in an ATS

An ATS can streamline your recruitment process by allowing your recruitment team to collaborate and store all candidate data in one place.

Good ATS has done the same:

  • Reporting features that can help you extract useful information from your past processes to improve future processes.
  • Calendar planning and integration tools that can help you quickly schedule phone screens and interviews and minimize back and forth communication.
  • Integrated templates that allow you to publish job postings and quickly send emails to candidates without having to rewrite the text each time.
  • Interview dashboards that can facilitate the transition to structured interviews.
  • Assessment integrations that help you evaluate candidates more objectively.
All these features (and more) optimize your attitude and help you make faster and better decisions.

Looking for an automated Recruitment Management system, we suggest you IceHrmwhich is one of the best HRIS systems which has so many HR functions automated into one system.

IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Attendance Management, Expense management, leave management, Recruitment management and handling employee information.

Key Features of IceHrm

Payroll Management
Time & Attendance Management
Document Management
Employee Self Service Management
Performance Management
Performance Appraisal
Benefits Management
Attendance management
Email Integration
Project Management
Workflow Management
Dashboard
Employee Lifecycle Management

Unlike the other popular HRM software, you can use one system for all HRM functions. As the other HRM software tools are designed for specific HRM functions separately, using IceHrm will benefit you to utilize all HRM functions in one software. There are three different editions in IceHrm. Each edition has different features. You have a choice to select which edition will suit your organization according to your HR requirements in the organization. Also, you can purchase the IceHrm software based on the number of employees in your organization.