Good talent is hard to find. The demand for great talent is high. Companies are realizing that knowledge and experience trump education. Although education is important companies must focus on finding employees that fit the organization and have the skillsets needed to supplement the department needs.
I have often said companies look for hires to put fingers in the dike when it is leaking. They do not always look for people who can repair the break. These hires are temporary and usually fail in meeting the overall need of management. In addition, the amount of time and money it takes to onboard a new employee becomes wasted after realizing this employee does not have the talent. He/s will soon be terminated.
The bondage of a bad hire can run much deeper. Supervisors find themselves doing the work of the person hired. Completion of important tasks is delayed. Meetings pile up. Emails go unanswered. The strategic plan is not efficiently implemented because managers cannot depend on the person they hired. In addition, a bad hire will put more emphasis on their pay, benefits, length of work day, rather than being excellent in their assignment. They arrive late, watch the clock, and leave as close to quitting time as possible. They bring little value to the organization and do not mesh well with the team.
Some managers feel under the gun and pressed to make hires to fill gaps on their team. However, a rush to make such a hire will prove to be a mistake over time. It is better to develop a comprehensive search plan, interview the best candidates possible, and wait until the right candidate arises. They are out there. You must be patient.
Comments