While finding the right person to join an organization is certainly the goal, every business has made a bad hire, and even the best recruiters can unintentionally bring a less-than-desirable employee into the organization. While unsuccessful recruiting decisions can be commonplace, what it costs the organization, from actual dollars to workplace culture, quickly adds up.

To put the monetary value in perspective, the U.S. Department of Labor reports a bad hire can cost up to 30% of the employee’s wage. With the average American wage of $60,000, one bad hire can cost a business $18,000. Additionally, once a business considers the soft costs of managers and leadership investing their time in the hiring and training process, the price continues to skyrocket.

Who Is a Bad Hire?

Obviously, a bad hire does not mean the person is bad, but rather the person is not the best fit for the role or the organization. These hires may not meet the organization’s standards or expectations as it relates to the quality of performance. However, there is poor behavior that constitutes a bad hire. If a new hire lied about their skills or knowledge during the recruitment process, they are not engaged or they have a negative attitude, these are indicators of  a bad hire.

If someone is a bad hire, it often quickly becomes apparent. Hiring the best people for the job should be every recruiter’s goal, not how fast they can fill the position. Since the recruitment process is mission critical, it is important to know what makes a bad hire for an organization, the red flags, and the impact they can have on the company.

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