October 2017 Newsletter
The cost of a poor recruitment decision
Most managers or business owners who have been in the game a while know what it’s like to have a staff member on the team who should never have been recruited. It’s like having a bad apple in a barrel of good ones. But what is the actual cost of a poor recruitment decision?
There is plenty of research to suggest it’s a lot more than we think! Ultimately it depends on the level of the role and the size of the company. An ineffective Finance Administrator in a small business may have a negative impact on their immediate team and the quality of work could suffer. A poor-performing Operations Manager with hundreds of staff reporting to them will do a lot more damage. Either way, it’s not good for business.
Employers are normally quick to realise the impact of a bad hire on other staff and team culture plus the impact on customers, but what about the cost of lost productivity? The cost of time put in to performance management or disciplinary action? The cost of re-hiring and re-training a replacement? It all adds up to a big hit to the bottom line of any business.
For every vacant position, if nothing else, it’s crucial to get the employment basics right to avoid a bad apple:
Be clear what the position is - what skills/experience/attributes would the ideal candidate have?
Interview effectively to assess each candidate against the selection criteria.
Reference check thoroughly – find out the worst!
Set the new hire on the right track with a structured induction and training programme.
The most common traps employers fall into when recruiting are:
Filling the position with ‘someone who should be alright’ because someone is better than no one.
Liking the person. It doesn’t mean they will be good at the job.
Halo recruiting – seeing the good in a candidate and putting emphasis on that, rather than equally being aware of the negatives.
Avoiding bad apples
On a weekly basis, employers contact us for advice on how best to deal with staff issues, employment relations or difficult employee situations. As an employer, it’s much easier to make good recruitment decisions than to manage challenging employees.
If you’d like some support to manage a difficult staff situation, contact us for a confidential chat. Or if you’d like to outsource some or all of your recruitment process, get in touch. We can provide either the full recruitment service or just parts of it – like reference checking or psychometric testing.
We’ve just invested in a new suite of recruitment testing that includes:
Online typing testing
Online numeric data entry
Online test for numeric and alphabetical data entry
Contact the office for more information about this new tool to help make effective recruitment decisions.
BREACHING MINIMUM ENTITLEMENTS
A Labour Inspectorate operation targeting the kiwifruit industry in Bay of Plenty has found the majority of labour hire contractors are breaching their obligations as employers. Inspectors carried out audits on 62 labour contracting companies and interviewed 687 employees during the operation, which occurred over three months last year, ultimately uncovering 94 breaches of minimum employment standards.
Through to the end of the year we have some great training courses that we are facilitating in Hamilton so let us know if any of your staff would like to enrol. Available courses include:
- The Employment Relations Act 2000 – an overview of all core parts of the Act and how these impact on our human resource processes.
- Procedural Fairness and Managing Staff – core skills development on disciplinary, performance and a range of situations that may result in termination of employment
PLAN NOW FOR YOUR STAFF CHRISTMAS EVENT
It’s crazy to start thinking about Christmas at this time of year. However, if you want to plan a staff event for Christmas, then now is the time to start booking so that you don’t miss out on a venue. However, securing the venue and setting the date is only part of what you need to do as a responsible employer.
If you are making available alcohol at a staff work function you will need to consider a responsible drinking protocol, and what liabilities and responsibilities you have with respect to staff behaviours at your event and in travelling away from your event – particularly those wo have consumed a little too much of the ‘Christmas cheer’.
The employees actions within the work function (although not occurring in their usual place of work) may still result in justifiably disciplinary action of these breach your usual codes of conduct – specifically relevant to your workplace bullying or an harassment policy and any incidents that may occur as a result of an intoxicated employee leaving your event in a motor vehicle may still have health and safety implications if you have been responsible for providing the alcohol.
Ensuring that staff are well aware of the behavioural expectations associated with work functions is critical, along with ensuring that there are proactive steps put in place to ensure staff arrive home safety after the event.
If you wish to discuss any of these issues prior to the big night please feel free to given a member of our team a call.
LOOKING FOR A GREAT ADMINISTRATOR?
We have some great candidates on the books at the moment, if you’re looking for office staff, get in touch with us for:
Accounts/Finance Administrators or
General all-round office gurus!