We’re well into the first quarter of the New Year, and there’s a good chance that your company has brought in at least one new hire. Of course, you have high expectations and uncertainty when bringing in any new employee. Like any hiring manager, you want your new hires to quickly adjust, be a culture fit and have a positive impact on your company.
While you are aware that there is a learning period for every employee, you want this person to bring something unique to the table. Whether this new employee can contribute a boost in profit, efficiency, innovation or productivity… you want to be confident that they are the right fit for the position. This feeling is natural for any employer, because a lot of time and effort goes into the recruitment process.
You want your employee to succeed, but there is always the chance that they will not work out as well as you had hoped. If some time goes by and it seems like the employee isn’t contributing, it may be time for a company change… before more time and effort may be wasted. Unfortunately, if you have to terminate, you’re back at square one — and you must invest additional resources to find a replacement.
This is why it’s important to assess why new hires don’t work out. Many employers feel that new hires fail because they can’t handle the responsibilities of the job, but that usually isn't the case. An older but informative study by Leadership IQ found that 46% of new hires will fail within 18 months of working at the company. These are the top five most common reasons why a new employee didn’t succeed:
- Coach-ability (26%): Employees do not comprehend feedback from management, coworkers or customers and did not make an improvement
- Emotional Intelligence (23%): Employees lack self-awareness or control over their own emotions and ability to assess others' emotions
- Motivation (17%): Employees do not possess sufficient drive to reach their full potential and excel in the job
- Temperament (15%): Employees lack culture fit and do not have the attitude or personality suited for the environment
- Technical Competence (11%): Employees do not possess technical or functional skills required to do the job
This list shows that four out of the five top reasons are personality-based. Of course, employees must possess the technical skills that are necessary for the job, but this list proves how important it is to hire someone that would fit in your company culture. This brings us back to initial hiring expectations. When seeking out a new employee, keep in mind that you don’t need someone who can just do the job and have the technical competence—you must find someone who is coachable, has emotional intelligence and motivation but also fits into your environment well.
As a hiring manager, keeping these five reasons in mind in the future will help prevent a bad hire. These factors stress just how important it is to have a well-rounded recruitment process, from putting together your job description and looking through resumes to screening employees and conducting the interview.
Our recruitment professionals at The Daniel Group are trained to seek out candidates with the right qualities to fit into your organization. We offer several different staffing options and work with a wide variety of markets and industries so that we can quickly find you the perfect fit that will boost productivity and efficiency in your workplace. We are a trusted U.S. staffing firm with Texas locations in Houston, San Antonio and Sealy, as well as a new location in Shreveport, Louisiana.
Ready to learn more about how a staffing firm partnership can benefit your company? Click below or visit our contact page here.