The Cost of a “Bad Hire”

Lauren Milam

Regional Vice President – West coast

Hire Up Staffing & Healthcare

November 16, 2021

How to Navigate Common Pitfalls

You may be seeing the headlines about it and/or experiencing the impact of the 2021 Great Resignation. While companies are working to regain a stronger sense of balance within an otherwise imbalanced candidate market, leaders are feeling the pressure to hire and an uneasiness in doing so. This makes sense because the potential negative implications of a poor hiring decision are far-reaching even in the best of candidate markets. Yet, add in these current circumstances and it is important to give pause.

When evaluating the true costs of our hiring decisions, there are things to consider. I have identified several key components, along with ideas for how to best avoid pitfalls when possible or navigate through them when necessary.

1. Financial: Most obvious of all “costs” include financial considerations. The number of hours spent reviewing resumes, scheduling, and conducting interviews is just the beginning. Consider also the costs associated with advertising the position and the hourly rate associated with the person supporting your recruiting efforts.

Then once hired, the costs of the onboarding process add up and include the number of training hours required of them, the team needed to train them, and any equipment needed for their new role.

According to the US Department of Labor, the price of a bad hire is at least 30% of the employee’s first-year earnings.

Pro Tip: Be thoughtful with your compensation. Staying competitive is important, however, avoid “buying” your new employees for the sake of “winning” their acceptance of your job offer. Overpaying new employees to get them in the door will not always afford you the most enthusiastic and high performer, but potentially someone just looking for dollar signs. It is difficult to sustain performance if the employee is not truly in the position because they want to be there for anything more than the money. Hire for passion and use compensation as a tool, not a trump card to ensure a candidate picks you over another employer.

Pro Tip II: Be clear with your expectations early. Painting a clear picture of the position is an especially important part of ensuring you are not being hasty with your hiring efforts. Desperation can create poor outcomes, on both sides. Your clear explanation of the role and checking for their understanding of the position is key to setting your new employee up for success. Remember: Unclear is unkind.

2. Morale and Culture: A poor hiring decision can negatively impact your organization’s culture and leave the most resolute of employees questioning their loyalty and your leadership decisions. As a hiring decision-maker, you are an important gatekeeper of culture. It is imperative that you carefully consider how a potential candidate will integrate with your established team.

One bad apple can ruin the bunch, as they say. Whether the trouble starts with a new and negative Nellie or a newbie who is not as interested in meeting the expectations of the position, your ability to identify red flags early and respond accordingly will be paramount to preserving a positive workplace culture. Disengagement is born from feelings of being misled or unappreciated. If a new employee is not meeting expectations, your team already knows. Show them you care about preserving their workplace culture.

Pro Tip: Stay engaged beyond the hiring process. Be sure your new hire understands performance expectations. Create milestones and schedule performance check-ins. Have difficult conversations early, if needed. Coach to correct behaviors immediately. Show genuine efforts with the new hire; rally around them, support them. Ensure you are being direct and fair in your communications and expectations with everyone.

And, if necessary, and when timing is appropriate, be open to righting a wrong fit. You show through your actions that your team is important to you. They are watching for this. Remain committed to maintaining a positive workplace culture by staying nimble and not tied to a hiring decision solely to safe face or money. (It will not do either overall.)

3. Reputation: In addition to the negative impact a poor hiring decision can have on morale, a similar risk comes into play with customers. When considering fit, remember to also consider the risk associated with a new employee working closely with your valued clients. A poor hiring decision could not only tarnish relationships with current customers, but they could turn off new and potential customers as well. The financial risk associated with reputation is hard to quantify, however, placing an employee in front of your customers is a particularly crucial decision that has long-lasting consequences.

Pro Tip: All candidates are potential employees and/or customers. They have ties to the area in which you operate. Remember to be respectful and honest in your interactions. If a candidate does not appear to be the right fit for your needs, be clear with them and keep your promises when it comes to getting back in touch. How you manage your interactions with them reflects how you serve your customers.

We are in the people business and if there is one thing that is consistent, it is that people are multi-dimensional beings with complex characteristics. There is no full-proof guide to ensuring THE perfect hiring decision every time. However, the tips above will help you to be thoughtful with these decisions. “Going with your gut,” is advice we all have heard over the years. As a hiring professional, I agree that we use our gut instincts in our favor by identifying potential areas of concern. Pay attention to the red flags and do not be afraid to ask more questions around those areas where you feel performance may be an issue.

Closing Pro Tip: We are all human. We may find that a hiring decision did not work out as we had anticipated. Valuable lessons lie in honest reflection. Work with another manager and talk things through. Collaborate and identify areas of the process to manage differently with the next hiring decision. Walk through all components of the current new hire equation and assess which areas to enhance, making for a better experience for all involved.

Be open to learning from your missteps. Not only does this quality make you a better leader but your team is watching and looking for ways to confirm that they are in the right place with a leader they can respect. A leader who learns from their mistakes can be the model for change and innovation in the workplace. It starts with you. The cost of a bad hire may have its price, but the value of a leader who is human enough to allow room for their own vulnerability is priceless.

Care for some support during this unusual candidate market? Let us help!

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There is no doubt that 2021 will bring forth opportunities with which to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!https://www.forbes.com/sites/falonfatemi/2016/09/28/the-true-cost-of-a-bad-hire-its-more-than-you-think/?sh=7d36b3074aa4

Lauren Milam, Regional Vice President – West-Coast | November 16, 2021

As the Regional Vice President of the West Coast operations, Lauren focuses on the development of each Hire Up team member and office to ensure they have the tools and ability to meet the needs of all the clients and candidates. Lauren’s vast experience in the staffing industry and her passion for people, results, and success is what drives her daily. This experience includes leadership, management, employee development, sales, marketing, recruitment, client retention, and candidate retention. Her goal is to ensure every client and candidate receives excellent service through every aspect of the process. Lauren would love to speak with you so she can help your business reach new heights.

Meet Diana – Our San Diego Recruiter!

Meet Diana, your Recruiting Manager in the San Diego branch! Before Diana came to Hire Up Staffing & Healthcare Services, she worked in customer service and recruiting. She worked in retail and restaurants for over ten years and started recruiting in the staffing industry two and a half years ago, specializing in light industrial. One of Diana’s work-related accomplishments that she is proud of is doubling her weekly billing hours during covid. Now, she is excited to be part of the Hire Up team because they all share the same values. From the interview to Diana’s first day, Hire Up has made her feel welcomed. She can’t wait to grow and be part of a team that encourages each other to succeed.

One of Diana’s goals starting at Hire Up is to challenge herself and branch out and recruit for industries and fields that she has not previously worked in before. When Diana isn’t in the office, you can find her outdoors, going to concerts, and exploring new restaurants.

Meet Kristin – Our Recruiting Manager in Dallas!

Meet Kristin, your Recruiting Manager in the Dallas Branch! Before coming to Hire Up Staffing & Healthcare Services, Kristin was a Recruiting Manager for a recruiting agency. Before that, she worked in Real Estate, doing inside sales and lead generation, where she worked directly with Real Estate Agents. One of Kristin’s work accomplishments that she is proud of happened during her first week of staffing. She was able to get two massive placements, and it has only taken off from there! A professional goal Kristin has is to achieve everything that she possibly can in her career. She wants to grow and help anyone and everyone that she can. Once during an interview, Kristin asked a candidate how they would deal with an angry or upset customer. Their response was, “Let them finish.” She lives by this; listening is 90% of the conversation.

Kristin is excited to work with Hire Up because she believes that with the team, anything is possible. She has so much opportunity to grow, and she doesn’t feel like she will ever be limited or held back. A fun fact about Kristin is that she has been racing motocross since she was eight years old. It is her sense of freedom, and it takes her away from everything else going on around her.

Meet Rani – Our Recruiting Manager in Austin!

Meet Rani, our Business Development Manager in the Austin branch! Before coming to Hire Up Staffing & Healthcare Services, Rani was already in the staffing industry for over 20 years specializing in legal, finance & accounting, professional, office clerical, and light industrial. A major work-related accomplishment she has is opening a startup office in San Antonio, Texas, for Adecco Special Counsel, formally known as Ajilon Legal. Rani was the fastest startup office for their Legal Division in regards to GM and client billing.

One professional goal she has is to become a Regional Business Development Manager and work at HQ for a staffing company. Now, Rani is excited to work at Hire Up because of the growth opportunities and working for a company with a great culture. When she is out of the office, you can find Rani working out, spending time outside near water, and spending time with her family and friends.

Proven Steps to Speed Up Your Hiring Process

Chris Rogers

Regional Vice President – Mid-West

Hire Up Staffing & Healthcare Services

October 11, 2021

Understaffed?

This word conjures up many uncomfortable feelings for managers who have been in this position.

Picture it: You know one of your departments is struggling and needs several new employees to even attempt to get back up to normal operating speed. You also know the amount of time and work your organization’s hiring process takes. Ugh.

Organizational hiring processes can be a challenge even in the best of circumstances, but when there is an urgent need, often the processes required for managers can feel like major obstacles. The awareness of such obstacles can result in a delayed response because already busy managers dread what they are up against.

A large majority of managers must navigate multi-step hiring processes and approvals. Imagine working to get a requisition approved, posting the position, reviewing the stacks of applications, screening potential candidates, coordinating schedules for interviews, going through the selection process, drafting offer paperwork, negotiating salaries, waiting for offers to be accepted, and working out start dates, setting up new hire orientation, coordinating department training…. the steps seem endless and the idea of starting this process can feel overwhelming, to say the least.

Within the staffing industry, hiring is our business. As professional staffing consultants, we have hiring down to a science. Part of the science is understanding the proactive behaviors that can have a direct impact on the ability to bring on a qualified candidate at record speed. Curious about some of these industry secrets? Read along…

Write Better Job Descriptions. It sounds like a no-brainer, but the more accurate you can get your job descriptions, the better qualified your candidates will be. An accurate job description will catch the eye of candidates looking to do exactly what your job requires. Job descriptions that are vague or unclear will likely receive interest from candidates who are also unclear as to what they are looking for in their next position. Be sure to accurately describe the position’s day-to-day duties, as well as long-term expectations for the role. If you want a higher caliber candidate, your job description must also be of a higher caliber.
Faster Communication. Once a candidate has completed one step of the hiring process, do not delay. Move ahead to the next step quickly and communicate to all parties involved. One of the easiest ways to lose a quality candidate is to delay or belabor this initial process. Showing you are a strong communicator with a clear plan are both qualities top notch candidates seek in an employer.
Check References Sooner. Many employers will proceed with a candidate all the way through the hiring process only to find a red flag from a reference at the end. This snag takes those managers back to square one. By checking references sooner in the process, you can save yourself and the candidate time.
Hire Internally. Companies with a great talent pipeline find more opportunities when hiring internally. Not only is this more efficient, but it is also attractive to both internal and external candidates. People want to know your organization is one that offers professional growth and works to promote the hard-working people within it. Celebrate internal hires as often as you can, brag about such promotions. This is the good stuff people want to hear.
Include the Hiring Manager and Human Resources from the Beginning. Be thoughtful about your partnerships and when to collaborate with your resources. By getting the right people together at the right time in the hiring process, you save yourself time while ensuring all key partners are included in on the plan.
Outsource a Recruiting Firm. Whether you need people in a hurry or have a plan for keeping on top of a planned headcount, partnering with a recruiting firm can offer you important support. Recruiting professionals with years in the industry have important ties and relationships to organizations within your area. They have their eyes and ears open for possibilities and potential candidates. By incorporating a recruiting firm, you create additional opportunities for expediting your search and overall hiring processes while also widening your potential candidate base.

As many managers know, hiring is not always easy. However, it can be made easier by comparing your current plan to these six important areas I have shared above. Then, identify where your plan could use additional reinforcement and create steps to strengthen those areas.

Working to expedite your hiring takes a bit of forethought. But it is so worth it. By gathering your resources and improving your hiring plan, you will be better prepared and avoid that oh-so-familiar feeling of dread that can come from being understaffed.

Don’t have the time to rework a hiring plan? Give our team a call. We have professional recruiters in both Texas and California ready to offer support and get your organization back to optimal staffing levels. Hiring is our business—and we have it down to a science.

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Chris Rogers, Regional Vice President – Mid-West | October 11, 2021

As the Regional Vice President of the Mid-West operations, Chris focuses on the mentorship and development of his Hire Up staff to ensure they are equipped to provide the best service to both our candidates and clients. Chris’ extensive knowledge of the staffing industry lays the groundwork for his teams to always deliver top-caliber talent to great organizations. His expertise includes experience in all disciplines from commercial and professional staffing to executive placement. Chris and his teams strive to improve the lives of their candidates and improve the businesses of their clients. Chris’ over 15 years in the staffing and recruitment industry includes the successful management of high-performing sales and recruiting teams throughout the Southwest. Chris would love to speak with you so he can help your business reach new heights.

Meet Tre – Our Recruiting Manager in the Bakersfield office!

As your Recruiting Manager in the Bakersfield office, Tre’s goal is to improve his network relationships so that he can be a successful recruiter for his clients and candidates. He wants nothing but the best for them. Before coming to Hire Up Staffing & Healthcare Services, Tre worked in the recruiting industry and retail management in high-volume stores for over six years. One major work-related accomplishment that he is proud of is he helped to fight the ongoing issue of shoplifting, return fraud, simple errors, or employee theft at a Target store.

Now, Tre is excited to work at Hire Up because he loves the overall company morale. Everyone is so helpful and supportive. While Tre is outside of the office, he loves to travel, work out, and try new food. If he is not spending his day outdoors, then he likes to play video games. A fun fact about Tre is that he is a major Marvel and DC fan!

Meet Mia – our Clinical Major Accounts Manager in the Major Accounts branch!

Meet Mia, our Clinical Major Accounts Manager! Before coming to Hire Up Staffing & Healthcare Services, Mia worked as a Recruiter for two years, hiring LVN’s, RN’s, Caregivers, and other healthcare workers. One professional goal that she has now at Hire Up is to continue to grow in the healthcare industry! She would also like to manage a recruiting team one day. A work-related accomplishment Mia has was when she staffed a new client who would be taking care of a newborn that had just come home from the hospital. The parents were very nervous, but an amazing nurse helped teach them many skills and trained them on their son’s medical needs. It was amazing to see and hear about the client and patient’s progress.

Mia is excited to work at Hire Up because of the growth, opportunity, having a positive team and work environment, and learning more! Outside of the office, you can find Mia with her family, cooking, trying new restaurants, going to the beach, swimming, and trying different workouts and classes.

Meet Michael – Our Recruiting Manager in Visalia!

Meet Michael, your Recruiting Manager in the Visalia branch! Before coming to Hire Up Staffing & Healthcare Services, Michael worked in many service positions for others. His recent job as an HR representative showed how far a company could go by simply ensuring the well-being of its employees. Michael hopes to provide clients with perfectly fit candidates in this position as a Recruiting Manager, but most importantly, offer candidates an opportunity to be part of a company that’s going to take care of them as well.

One professional goal that Michael has is to grow his network! He wants to meet more professionals and hopefully connect with them to advance his professional career. A work-related accomplishment that he is proud of is participating in the growth of a logistics company that grew over 100% in employees while maintaining a 100% retention rate. Now, Michael is excited to work at Hire Up because the company will allow him to network with various groups in the Central Valley. When Michael is not in the office, he likes to go to the gym, be creative on Photoshop, take film photography and yard projects!

How to Make Yourself More Promotable

Leah Perez

VP of Major Accounts

Hire Up Staffing & Healthcare Services

September 13, 2021

Do you have an interest in taking on additional responsibilities but just aren’t sure how to get there?

Are you feeling burnt out in your current role?

In the staffing world, we see this often, and while we can certainly help you to find another position that may offer you a new challenge, you may not be looking to leave your current employer. If this is the case, we have found there are several things you can do to take proactive steps in working to make yourself more promotable.

Here are some tips to consider when looking to grow your career with a promotion:

Be a Goal Setter and Goal Achiever. Steven Covey has been quoted as saying, “Begin with the end in mind.” To move forward in your career this quote can be helpful. Visualize yourself in the position you would like to attain. Think about the skills and abilities that would make you successful in that role and write them down.

Then, create SMART (Specific, Measurable, Achievable, Relevant, Timebound) goals to get yourself more proficient within those identified areas. Ensure your goals are time-based and hold yourself accountable to small milestones along the way. Creating and achieving small, attainable goals can be helpful in building and continuing your momentum toward your goal of that promotion, and/or beyond.

2. Find Your Motivation. Creating goals, let alone staying committed to achieving your goals, can be difficult to do if you are feeling checked out or unmotivated within your current role. Do what you can to intentionally shift your perspective. See your current role as an important rung on your career monkey bars, supporting you until you are ready to reach the next.

With the previous tip, I spoke about visualizing the skills and abilities needed for your next position. Another important component to keeping you on track is to also identify your WHY. Knowing WHY you are setting these goals and WHY they are important for you to achieve can be helpful in keeping your spirits up and focused on the tasks at hand.

3. Work HARD.

While you may have your eye on a promotion, one way of ensuring you remain promotable is by staying diligent within your current role. Sometimes daydreaming obsessively about that corner office with the view can take a negative toll on the work of your current position. Continue to keep your eye on the prize while also working hard within your current role.

By remaining dedicated to the work of the position you are in, you allow your output to be an important way of advocating for yourself. Owning your current role, and knowing the ins and outs allow you to be seen as a subject matter expert and a key player in the process. Your ability to own your current role helps to establish your contributions to the team.

4. Be Irreplaceable.

Some might worry that being irreplaceable within your current role might mean leaders within your organization would not want you in any other role. However, there is a trick to this. If you show extreme competence within your current role, work to create a legacy through sharing your knowledge. Your knowledge of your current role should not just be housed within your own brain. Whenever possible, be active in sharing your knowledge with those around you in meaningful and productive ways. Through training others, you ensure you are not the sole gatekeeper of all information. If you do not have others to train, show that you recognize the importance of your knowledge and begin creating training documents including your processes and important information about what you do every day.

Share your training activities and/or these self-created resources with your leader. Show that not only are you great at your job, but you recognize the larger picture. This shows you are taking proactive steps in assisting with the organization’s development as well as your own.

5. Be Collaborative. You have heard there is no I in TEAM, right? Well, showing you know how to play well with others is HUGE in the workplace. Being able to express yourself in a positive and inclusive manner is helpful to ensure you are exhibiting traits of someone interested in learning from and creating solutions with others.

A team without collaboration isn’t much of a team. Look for opportunities to bring others together; ask questions, stay open to change, show you see the bigger picture, and want to help solve roadblocks that impact the work of the collective team together.

6. Advocate for Yourself. Ever hear of an elevator pitch? This concept can best be described as a short and clear introduction of yourself, should you ever find yourself in the elevator with the company’s owner or CEO. The idea is that you would have just a few precious moments in that elevator ride to communicate to them your professional personality, what you bring to your present position, as well as your future aspirations.

While your office may not have an elevator, the idea is still something you may want to consider preparing for yourself. You never know when you will find yourself face to face with someone who you identify as being potentially important to your career success. Introductions like this are some of the best ways to begin to network yourself within your organization.

7. Network and Stay Connected.

Do you have a mentor? If not, think of someone in your personal or work life who exemplifies the qualities you have identified as being important in your next position? Tell them you see that they are accomplished within many of the areas you would like to strengthen. Ask them questions about how and why they do things. Identify what drives their behaviors and then reflect to see if this is something that can help to further motivate you.

Networking does not have to always be formal; networking for some can mean just being more open to talking with people at work who you may not interact with often. Small talk while in the break room could be a great way to break the ice with other professionals within your industry. Avenues like LinkedIn and industry-related organizations’ websites are other ways to connect.

8. Continue to Learn.

Take advantage of any opportunity to learn something new. Does your organization offer free and voluntary webinars during your lunch period? Sign up. Is there an offer for a training class or a refresher of a program you currently utilize? Go! Is there a workshop on the weekend about something you are interested in within your industry? Look into it! Heard about a new book written by a leader you admire? Read it!

Consider any opportunity you can find to learn something new or to further strengthen your knowledge on a particular work-related (or personal interest) subject. Learning is so important. It allows us to stay open to new ways of seeing and/or doing things. It offers us the chance to stay fluid and not just be stuck in our old ways of doing things.

To make the most of learning something new is to allow yourself to be vulnerable. It can be hard to get comfortable with the feeling of admitting that we don’t know something. However, it shows great strength to stay open and brave to the vulnerability of learning.

Be Involved and Engaged in Company Initiatives and Company Culture. Just as I am encouraging you to attend company-sponsored training sessions or learning opportunities, I strongly encourage that you stay connected and engaged with your company’s initiatives. When you feel a connection to the work your organization does, and the people with whom you work, it is easy to support organizational changes.

Work to stay positive and open to offering an encouraging word to others who may be struggling on your team. Be the one to ask questions when unsure, versus simply relying on the game of telephone the office might tend to play. Stay constructive in your actions and in your word.

Stay Out of Office Politics and Gossip. Relationships with coworkers can be important to your overall job satisfaction. As tempting as it may be to get the latest gossip from the office water cooler, I would advise you to avoid it whenever possible.

Nothing positive comes from gossip. If your coworkers have questions about a new process or a decision that was made, encourage them to ask their leader about it, rather than trying to fill in gaps of information with their own assumptions. Things can get very twisted when direct questions are not asked, and certain members of the team attempt to get answers from others instead of going directly to the source of the initial communication.

11. Don’t Be Afraid to Take the Lead. The way in which you assert yourself at work can be instrumental in navigating your work life. If you find roadblocks to your daily processes, rather than take the steps to work around them, take the initiative to create a dialogue with others on the team. Find solutions together. Sometimes it just takes one person to start the conversation to get things done.

Be the person who when they see something, say something.

Communicate Your Desires to Your Boss. Taking the lead often means speaking up and taking action. If you are looking to move up within your organization, it is important to follow the tips above, and once you are feeling more confident in your abilities and track record, make some time to speak to your boss. Ask to have a meeting with them.

Prepare to share with them your recent 12-month efforts in your current role, the things that you are proud of, ideas to further improve efficiencies, and your professional goals for the future. This dialogue is important because it showcases your passion and care for the organization, as well as an opportunity to advocate for yourself.

I am hopeful the above tips are helpful to you and that you can identify at least a handful of opportunities with which you can incorporate to get yourself to the next level of your career. With the right attitude, an open and curious mind, and a dedication to your own growth, you will find plenty of opportunities that require your skillset.

Hire Up Staffing & Healthcare Services is always available to help. If you are not sure what you want to do next, give us a call and one of our staffing professionals will work with you to identify potential opportunities. And, who knows, they just might guide you toward the career of your dreams.

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Leah Perez, VP of Major Accounts | September 14, 2021

As the Vice President of Major Accounts, Leah focuses on the national level clients. Leah has over 16 years of recruiting experience in various industries from medical/clinical to administrative/accounting, all of which has launched her to being one of the most well-respected staffing leaders in California. Clients and candidates would describe her as urgent, ethical, and most importantly she takes the time to understand her clients needs so she can properly assist them. Leah would love to speak with you so she can help your business reach new heights

Meet Elisa – Our Training Director!

Meet Elisa Weathers, the Training Director for the entire Hire Up company. Before coming to Hire Up Staffing & Healthcare Services, Elisa previously worked for a staffing agency as a Training & Development Specialist. She has worn many hats in the staffing industry, including recruiting, sales, training, operations, marketing, and compliance. One professional goal of Elisa’s is to develop a powerful training program at Hire Up. Her hope is that new hires will feel welcome & well-prepared for their role. She also would like to deliver next-level training to Hire Up’s existing employees.

A work-related accomplishment that Elisa is proud of is when somebody tells her that she has helped them become better in their role, made their life easier by teaching them something, etc. That is the biggest accomplishment for her. Elisa is always excited to come to work at Hire Up because of the culture she has experienced over the past few months. Everyone she has interacted with has been amazing, welcoming, and helpful. Outside of the office, you can find Elisa spending time with her daughter, cooking, going to concerts, being in nature, and watching live sports games.