The true costs of hiring a disengaged employee
Millennials with higher working expectations and aspirations are taking over and, by 2025, they will make up more than two-thirds of the global workforce. With the rise of millennials, employees are expecting much more when it comes to their working careers, with these employees needing to feel that they are part of a company that shares their values and which inspires them to do great work. If a new job, however, does not meet expectations, these new hires might struggle to fit in and become easily distracted by more suitable opportunities elsewhere.
If you hire a candidate that does not fit, it is likely that this new hire could become disengaged and question whether they have made the right decision or not, potentially this could result in a bad hire which could negatively affect your organisation.
How hiring the wrong person could negatively affect your organisation
It can be frustrating when your HR or recruiting team has spent huge amounts of valuable time on recruiting a candidate, only for them to be the wrong fit for the company. What is worse, because this new hire does not mesh well with your organisation they could seek out opportunities elsewhere and ultimately leave within weeks of starting. You will annoyingly have to start the whole process of recruiting a replacement.
Replacing a bad hire can be expensive, it costs employers around 33% of a worker’s annual salary to hire a replacement, factor in induction and training costs along with the added time your HR/Hiring teams spends on recruiting and it can soon affect your organisation's bottom line.
However, the costs involved in the recruitment and replacement of bad hires are not the only things affecting your bottom line, you also need to be aware of the hidden extra costs that could be damaging to your organisation.
New hires who do not fit in are likely to become demotivated, distracted and disengaged with their work, leading to lacklustre performances, low-quality output and increased employee absenteeism resulting in a lack of productivity that can cost companies in both growth and turnover.
Disengaged employees often don’t meet expectations; with these employees taking longer than normal to pick up tasks and responsibilities. These employees often require further training and take up time that could be spent on other employees and other projects.
What is worse, these hires could become irresponsible employees who often shy away from their duties and rely on others to pick up the slack. Through this toxic behaviour, disengaged employees could have a negative impact on their co-workers, which can result in low morale, increased stress and staff burnout. Not only could this have an impact on workplace productivity, but it could also lead to other staff copying these negative behaviours resulting in a toxic atmosphere where some of your best staff could ultimately leave, incurring yet more expenses on recruiting replacements.
Could disengaged hires be damaging your brand too?
Through a lack of motivation and engagement, disengaged employees could be at risk of offering a dissatisfactory service to a client or customer.
Not only could this sour existing working relationships but it could turn off potential new customers and clients as well. In the age of social media, these negative customer experiences will spread like wildfire. Think about the last time you had a negative experience with a disengaged or uncaring employee, how many people did you share that poor experience with?
These negative experiences could be severely damaging your brand's reputation and your customers could decide to turn to a direct competitor instead, which could lead to a loss of earnings that can have an impact on your bottom line.
It is, therefore crucial that you hire that the right people
Many organisations find it difficult to attract enough of the right talent, but by optimising your recruitment process, your organisation will be able to maximise the chances of attracting like-minded candidates.
To hire the right people, you must build up a strong employer brand, with a big percentage of potential candidates viewing your company’s website to gather information before deciding to apply or not, a career site is, therefore, a perfect place to present your employer brand and what it means to work for your organisation.
With an effective fully branded careers page, you can showcase your company culture, benefits and mission to give a direct insight into what it is like to work for your organisation, by presenting the right messages you can ensure that you are selling your organisation to candidates who align with your values.
Once attracting candidates, it is also essential that you identify the right applicants to take through to the next stage, by digitising the recruitment process with an Applicant Tracking System, your organisation has access to a centralised database that helps you streamline the sorting, sifting and ranking of applicants to efficiently find the most desired candidates.
Furthermore, with all candidates in one place, you have access to a talent pool of skilled candidates who are already interested in working for your organisation, allowing you to easily find quality candidates for future positions.
With the right tools in place, you will be able to find the right candidates for your organisation. Download our whitepaper to delve deeper into the world of recruitment.