The High Cost of Impulsive Hiring
The business environment is inherently fast-paced. For direct-selling companies especially, where sales of consumer products or services have to be robust and continuous, there is a certain level of urgency when it comes to filling your workforce.
But as with many things, rushed hiring opens you up for mistakes. Fortune’s Leadership Insiders Network explains that growth creates demand for more talent, but it is also fragile and can be easily reduced if too many employees are added to an organization without careful consideration.
Aside from strengthening company growth, there is also the issue of cost. Career Builder reports that as much as 75 percent of employers reported hiring the wrong person for a position.
And one hiring mistake would generally cost about $17,000 on average. Here’s an article where we talk about the cost of a bad hire.
Hiring is a long process in itself, and a single detail missed or a neglected step could result in a lost opportunity to get the right person for the job.
Here are a few common mistakes businesses might want to avoid or immediately address to improve the hiring process:
Hiring only when you have a vacancy
Now, this may sound perfectly fine, but it could go wrong in so many ways.
You are essentially hiring in a rush because you need someone to take over certain responsibilities right away.
You may be less discerning when you are in need of staff, and you may end up getting someone who is not aligned with your vision and company values, among other important factors.
Hiring without being clear about the position
This is one of the biggest mistakes that you may bring upon your company because it can hamper the efficiency of your operations.
Instead of having suitable personnel for each position, you end up spending more resources, both time and money, to managing your new employees. It’s also unfair to the newly hired staff, because starting out with a vague idea about their role could potentially lead to errors and frustrations with the job at hand.
Productivity and work culture would then be affected.
Hiring without doing due diligence
When it comes to job applications, determining the right fit for your direct-selling company takes both instinct and information.
Anyone can write an impressive resume, but for all you know, most of the accomplishments written there could be grossly inflated.
This is why it is critical that you take the time to get to know the person you are considering for the job.
Learn about them by observing how they field questions. Ask about their background and take note of how they speak about former employers. Call the references. Complete your research to make an informed decision.
Direct-selling companies recognize that sales and marketing efforts have to always be efficient and strategic to be able to benefit the company. Rushing into hiring without a clear plan and purpose just makes you vulnerable to unnecessary issues.
Take the right approach to hiring, and you will get employees who are invested in the company’s growth right from the start, and who will support your efforts towards success.
Latest posts by Hanna Shea (see all)
- 3 Reasons to Hire a Placement Agency for Your Direct Selling Executive Search - August 19, 2019
- 3 Effective Hiring Tips for Busy Executives - February 1, 2019
- Creating a Killer Sales Team for Direct Selling - October 5, 2018