One of the most expensive and damaging mistakes a company can make is to the hire the wrong person.
Zappos CEO Hsieh has learned this the hard way. He’s convinced his bad hires have cost his company well over $100 million.
This is why he offers new hires $2,000 to leave the company if they feel the job doesn’t align with what they expected.
According to a CareerBuilder survey, more than half of the companies in the top 10 world economies have been affected by a bad hire. The 5 primary consequences of a bad hire are:
- Lost productivity
- Negative impact on employee morale
- Negative impact on client relations
- Lower sales
- Costs to recruit, onboard, and train another worker
What can companies do to ensure a new hire succeeds? Assuming you’ve done a good job of vetting your candidates for cultural and experiential fit, and you have a strong onboarding process, there is one more thing you can do to make sure your new hire thrives:
Write a very narrow, super specific job description, ideally with results you can measure and track.
In today’s environment, job roles continue to blend. Rather than being hired for one specific skill set, employees are often asked to assume tasks and roles that don’t align well with their sweet spots. In addition, even today’s non-IT jobs require application, systems, and platform expertise. It’s unrealistic to expect an employee to master dozens of programs. This sets them up for failure, and impacts efficiency, effectiveness, and productivity.
The narrower you can be with your expectations, the better your results will be. Following the jack-of-all-trades-master-of-none approach will only yield mediocre results.
Take social media management. This task now falls to many different roles in a company, including sales, marketing, HR, and office management. These are all distinct roles yet it’s not unusual to see this task spread across these 4 functional areas.
To complicate matters, there are many types of social media management for business today, including YouTube, Instagram, Linked In, Snapchat, Facebook, and Twitter. These are all complex, with proprietary sets of tools, algorithms, and protocols.
The most efficient effective strategy is to silo the expertise if appropriate. While cross-posting works sometimes, it’s not always the best solution. In Successful Culture, I have one expert responsible for Instagram & Twitter, and one expert responsible for Linked In.
A very narrow focus, and dedicated swim lanes, ensure strong clarity, aligned expectations, and clear communication. Everyone knows what is expected of them – and can deliver accordingly.
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About Successful Culture
We work with business owners, CEOs, and leadership teams that want to achieve their greatest personal & organizational potential. Through coaching, strategic consulting, retreat facilitation, and workshops, we equip leaders & emerging leaders with the mindset, tools, strategies, and processes they need to excel.
Please check out my Inc. Magazine columns on my Author Page too.
Learn about the 12 Habits of Horrible Leaders, and How to Break Them.
Wishing you joy and success on your journey!
CEO, Successful Culture
“Taking Leaders from Triage to Transformation.”