Fired! Whose Fault is it Anyway?

bad-hireFor employers, hiring is a risky endeavor. And the costs of a bad hire are high. So they want to make sure to hire the right candidate, the first time.

For job seekers, an average job search takes several months of concerted effort. So it’s important to find the best fit to increase the chance of staying at the job.

Yet bad hires still happen. Often. And the statistics show most of them occur for similar (and mostly avoidable) reasons.

You would think by now we would all be a little smarter about how and who gets hired, but according to a CareerBuilder survey:

  • 69% of employers reported that their companies have been adversely affected by a bad hire

Companies Own Up to Their Mistakes

Companies reported these were the top reasons for making a bad hiring decision, according to CareerBuilder’s survey:

  • FailNeeded to fill the job quickly (43%)
  • Insufficient talent intelligence (22%)
  • Sourcing techniques need to be adjusted per open position (13%)
  • Fewer recruiters to help review applications (10%)
  • Failure to check references (9%)
  • Lack of strong employment brand (8%)

And proof that mistakes just happen:

  • 26% of employers say they weren’t sure what caused a “bad hire”

Why the Employee Failed

These were the most common behavioral or performance related reasons employers listed for a new hire not working work out:

  • FailQuality of work was lackluster (67%)
  • Failure to work well with other employees (60%)
  • Negative attitude (59%)
  • Attendance problems (54%)
  • Complaints from customers (44%)
  • Failure to meet deadlines (44%)

Hiring is a Two-Way Street

Parties from both sides of the table need to do a better job during the interview and on-boarding process!

It isn’t fair to blame one or the other. Just like a relationship takes commitment, communication and common trust, so does a job!

However, it serves as an important reminder to job seekers: take ownership to evaluate not only the job, but the company culture, leadership style and past hiring decisions.

Even more important: once you are in the job, it is up to you to manage how your work is perceived. It’s easy for a manager to say the quality of your work was lackluster after you are gone. So this doesn’t become your problem, make sure you get immediate feedback – from day one!

More than performance matters… it is also your attitude! 

Keep these points in mind when you start a new job:

  • Arrive early – every day for the first month
  • Don’t take time off in the first 90 days
  • Never complain about your work
  • Deliberately build a solid relationship with everyone possible
  • If you are having problems servicing a customer, ask for help from your manager

These seem kind of common-sensical, I know… but, you know what they say about common-sense…it isn’t so common!

Perception is Reality

Do your part to manage the perception of those you work with and for. This is your most important job responsibility and no one teaches you how to do this!

 

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For this post, YouTern thanks our friends at CareerSherpa!

 

 

HannahAbout the Author: Hannah Morgan is a career sherpa, guiding new job seekers through the treacherous terrain of job search. If you are looking for no-nonsense advice, check out her site Career Sherpa, and follow Hannah on Twitter for the latest job search news and trends!

 

 

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