Bad Hires Negatively Affect Business, and Other RPO News

by Allison Reilly

hiring and recruiting newsBad hires cost a lot of time and money, but so does turning away a good hire or not looking at the entire candidate pool. Essentially, this is what this week's RPO news roundup is about - that part of the recruitment process that keeps the good hires and lets go of the bad hires before they are a liability. However, sometimes, knowing the difference can be tricky.

Hiring is Broken - Fistful of Talent - By ignoring those who have been out of work for six months or more, you are ignoring 40% of the talent pool. Recruiting is somewhat of a numbers game, where the small your numbers, the fewer choices you have (and the lower quality you'll have). By ignoring that 40% you're only hurting your own hiring efforts.

Two Thirds of U.S Employers Say Bad Hires Negatively Affected Business Last Year - The Hiring Site - Bad hires – individuals who turned out to be either poor cultural fits or poor performers, cost businesses time and money. Over a quarter of U.S employers said that a bad hire cost upwards of $50,000, while employers around the world faced similar losses in revenue, business, and productivity because of a bad hire (or several). With losses that large, it might be worthwhile to take the time to find the best person for the position versus hiring fast to fill a need.

Onboarding: Not Rocket Science - China Gorman - Do you have an onboarding process? Or, is it just a "new hire orientation"? It turns out that the best way to improve an onboarding process is to spend more time on the process itself. Have it last three months instead of three days, and include things like employee engagement and productivity improvement as part of hte process. After all, you don't just want your new hires to get comfortable. You want them to be their best possible selves and to be able to work with everyone else in the company.

The Long Shadow of Bad Credit in a Job Search - New York Times - About half of employers use a credit report to screen applicants and to determine whether or not someone would be a good hire. You'd think that with so many employers using them, that there would be evidence that credit reports can indicate trustworthiness, financial responsibility, and the likelihood to commit fraud. Turns out, this evidence doesn't exist and that using credit report could mean that you are screening away good hires.

7 Busted Myths about RPO - The RPO Hub - Hiring and recruiting is full of myths, whether its about job seekers, or what employers want, or how different companies hire employees. There's a lot of misinformation out there. RPO is no different, and this article features seven busted myths about RPO services and providers. With the RPO industry changing, getting these myths out of the way will make it easier for everyone.

Related Links:

5 Best Practices for Hiring Independent Contractors

4 Best Practices for Hiring C-Level Executives

5 Best Practices for Hiring Interns

Do you have your own ideas and resources on how to determine who's a good hire and who's a bad hire? Or, do you know how to build the best onboarding process possible? If so, then we'd love to hear about them and share them with our audience! The RPOA is currently looking for hiring and recruiting thought leaders to present in our monthly leadership forum. Put in your request to present today!

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