How does the weekend go?

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I love how at the end of each workday in Histology, all the specimens are grossed, your blocks are cut and slides are turned out or on an overnight IHC run.  When you load the processors you have a pretty good idea what tomorrow (or like today how Monday) is going to go. 

I still bench in a lab pretty frequently but not every day.  I’m usually in an office under a phone headset and duct-taped to my computer.  I miss having a stack of flats or a tray of blocks at the end of the day and the satisfaction of ‘I did that’.  Nowadays my day is a reflection of who I talked with: is  the search for their next career step going well…or how close are we to finding that perfect fit for the people in that lab working short for the second quarter in a row. 

I do think about how stressful being in a job that doesn’t fit can be.  I’ve had a few of those along the way.  I also think about how tired you get working short day after day–we’ve ALL been there. 

So rather than being measured by a stack of slides or a box of blocks, my day at Full Staff is measured by this question:  where did we make a REAL difference today?  My day is about people and service.  Sometimes that means sitting at my desk on a beautiful Saturday afternoon because Suzanne and Erick need to get back to work and the guys in Ohio have been working short since before Thanksgiving.  It feels good–

–the privilege of making a difference.

Cost of that Bad Hire?

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What’s the True Cost of a Bad Hire?

 

 

They may not have experienced the type of PR nightmares that Netflix experienced from its ill-conceived decision to launch Qwikster or Yahoo! Inc. saw after firing CEO Carol Bartz over the phone, but two-thirds of American companies say they’ve made business mistakes this year they wish they could take back. Those mistakes, according to a new survey, came in the form of bad hires, the results of which ended up costing them in more than just bruised egos.

According to a new CareerBuilder survey on the cost of a bad hire, 69 percent of employers reported that bad hires lowered their company’s productivity, affected worker morale and even resulted in legal issues.

Forty-one percent of companies estimate that a bad hire costs more than $25,000, and one in four said it costs more than $50,000.

While some mistakes are beyond the hiring manager’s control, there are ways to avoid hiring the wrong person. “The more thoroughly the candidates are vetted, the less likely they will be a poor match,” says Rosemary Haefner, vice president of human resources at CareerBuilder.

Haefner advises employers to allow job candidates the opportunity to meet as many employees in the department as possible – especially if they will work closely together. Also, candidates should provide ample evidence to show they have the skills and work experience required for the position.

Hiring mistakes happen…but why?
When asked to give a reason for the bad hires, an estimated 34 percent of employers attributed the mistake to the fact that sometimes things just don’t work out. A rushed decision, however, topped the list of reasons companies gave for making a bad hire.

• 38 percent of employers said they needed to fill the job position quickly.
• 21 percent say insufficient talent intelligencecontributed to bad hiring decisions.
• 11 percent didn’t perform reference checks (a commonly undervalued part of the hiring process, according to Gilt Groupe CEO Kevin Ryan.)

The price of a bad hire: It’s more than just money
The price of a bad hire adds up in variety of direct and indirect ways. For example, 9 percent of companies said bad hires result in legal issues and 11 percent said they result in fewer sales. The most common effects of a bad hire are:

• Lost worker productivity: 41 percent
• Lost time to recruit and train another worker: 40 percent
• Costs associated with recruiting and training another worker: 37 percent
• Negative impact on employee morale: 36 percent
• Negative impact on client solutions: 22 percent

How bad is bad? Characteristics of a bad hire
When it comes to what makes someone a bad hire, employers reported several behavioral and productivity related problems:

• Failure to produce the proper quality of work: 63 percent
• Failure to work well with other employees: 63 percent
• Negative attitudes: 62 percent
• Immediate attendance problems: 56 percent
• Subject of customer complaints: 49 percent
• Failure to meet deadlines: 48 percent

Can bad hires turn into good employees?
For more tips on how to avoiding hiring mistakes, check out the recent interview with Hire with Purpose author Jay Goltz. Wondering whether to fire or try to fix an employee?  Get insight from this recent interview with management expert Anne Loehr, author of Managing the Unmanageable: How to Motivate Even the Most Unruly Employee.

 

 

 

• Posted by: Mary Lorenz on December 16, 2011 (Original content from Career Builder)
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• Categories: Insights & Trends, Survey Results