Helping businesses avoid the agony of making a bad hire by learning how to recognize if the person will be a top employee before they’re hired. Why call a bad hire Agony? If you’re responsible for hiring for your business, you already understand why a bad hiring decision can be agonizing. First, let’s review the true cost of a bad hire, then below we’ll show you how you can take the first steps to significantly reducing the possibilities of a bad hire.

What’s the True Cost of a Bad Hire?

In December 2011, CareerBuilder conducted a survey of companies both large and small. Over 66% said they’d made business mistakes like this in the past 12 months. This resulted in costing in more than just bruised egos. If you want to know the true cost in dollars and cents of just hiring even average employees, just go to ‘Hiring Averaging Employees Reduces Your Bottom Line‘ for specifics. Ever wish you could have a “do over” just like we all did as children? The quick answer is that you can, but at great cost. Here’s the quick take on this survey.

  • 69% said bad hires lowered productivity, affected worker morale and even resulted in legal issues.
  • 41% reported they estimated hard costs to be more than $25,000, and 25% said their estimate was more than $50,000.
  • 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 to Avoid Bad Hires Starting With Your Next Hire

Carl Bradford has helped thousands of hiring managers from the largest Fortune companies to small, local businesses and start-ups, to avoid making bad hires by implementing a recruiting process that targets your top, ideal employee Read more about Carl’s bio by following this link. You’ll just a sample of the companies he’s worked with to solve the expensive challenge of avoiding bad hires.

How we do it

We offer a comprehensive suite of services that can be scaled up or down to meet the needs of very large or very small employers and everything in between. At the core of what we do, we use a hiring process that has proven to be much more effective in predicting top talent. It’s a process based on past performance. It’s not only more effective, but it’s easier to implement and has a much higher adoption rate among hiring managers when compared to traditional behavioral interviewing methods. Please review our services by following this link and then give us a call for a complementary consultation.

Free Consultation

Call Carl Bradford and let’s schedule a few minutes to discuss your hiring challenges. I’ll give you my best recommendations for a strategy that will begin to improve your hiring process. You won’t get a sales pitch, but you will get our best work during this consultation. Whether it’s for you or a company-wide hiring team, we have a solution to fit your need.

Want to know more about us?

Office hours: Monday-Friday / 9 AM-5 PM Central Time