Everybody makes mistakes. Employers are no different. You’ve probably seen your boss or company make all kinds of mistakes — varying from workflow hiccups to OSHA violations. Sometimes the mistakes are rather benign, like when they hire somebody who isn’t up to snuff or who is a bad fit. The hiring process is tricky, and it’s difficult to find and court the right employee. Sometimes, though, a new employee can leave HR scrambling and wondering where they went wrong. In short, they regret making them an offer.
You may have been on the other side of such a situation, in which you accepted a job offer that you now regret. It happens to employers too, and it can amount to a fairly expensive mistake.
How to make your boss regret hiring you
Nobody wants to feel that they’re a “mistake”, of course. It certainly can’t help your ego knowing that your boss regrets bringing you onto his or her staff. It’s a bad situation to be in, and if you’re not wanted, you’re probably not keen on sticking around. But what are workers doing, exactly, that makes employers regret hiring them? Some new information from a CareerBuilder survey provides some answers.
CareerBuilder’s survey “was conducted online by Harris Poll from August 16 to September 15, 2017 and included a representative sample of 2,257 full-time hiring managers and human resource professionals and 3,697 full-time workers across industries and company sizes in the U.S. private sector.”
From the responses, CareerBuilder was able to find the most common mistakes workers are making that foments regret among employers. Here are the top five, and how much money an employer loses with every bad hire.
The first mistake: Whiffing on performance.
1. Underwhelming performance
- 54% of surveyed managers and HR managers said: “The worker didn’t produce the proper quality of work.”
This should be obvious. If you’re hired and don’t deliver, you can be damn sure that an employer is going to be disappointed. So disappointed, in fact, that that disappointment can morph into regret. On the flip side, you’d be disappointed and regret accepting a job offer if the employer didn’t live up to your expectations, either.
Next: Attitude is everything.
2. Bad attitude
- 53% said: “The worker had a negative attitude”.
While 54% of HR professionals and hiring managers who took part in CareerBuilder’s survey said underwhelming work performance was a big problem, employees with a bad attitude are just behind it, terms of levels of concern. We all know somebody with a terrible attitude, and we all know that it can be a serious problem in the office. Of course, there’s a difference between having a bad day and being a perma-jerk — so if you have a tendency to be crabby, you might want to check yourself.
Next: Can’t we all get along?
3. You don’t mesh with your coworkers
- Half of the respondents said: “The worker didn’t work well with other workers”.
This flows nicely off of our last point. Are you a pain in the ass at work? That’s a surefire way to cultivate enemies. If you’re hoping to stick around at your current job, you’re going to want to make sure you’re a good fit. Not just for the position itself, but for the company culture. Obviously, there can be mismatches. In that case, yeah, you might be better off finding a new job. But if not, try and be a positive presence in the workplace.
Next: Decisions are made by those who show up.
4. Attendance issues
- 46% said: “The worker had immediate attendance problems”.
This might be the easiest issue to alleviate. Be on time. Don’t be the guy (or gal) who’s chronically late, or always calling in sick. While we’re all tardy from time to time, there’s no reason that you should be missing work constantly. If you’re always late, start leaving earlier. Get up earlier. Do whatever you have to do to get it together. And don’t think for a second that anyone is buying all of your excuses — especially if you’re “sick” a lot.
Next: Don’t lie on your resume.
5. Lying about your skills
- From 45% of the respondents: “The worker’s skills did not match what they claimed to be able to do when hired”.
There isn’t much you can do about this one if you’ve already made the decision to do it. Don’t lie on your resume or in your interview. Don’t tell an employer you can do things that you can’t. It’s going to catch up with you, and it’s almost certainly going to bite you in the butt. Some lies are more damaging than others, but you’re going to want to steer clear lying altogether.
Next: This all begs a very simple question…
Why did they hire you in the first place?
- There are plenty of reasons that an employer might go against their better judgment.
Why do employers hire people that might not pan out? “When asked what made them think they had made the wrong decision, employers who have made a bad hire said:”
- While the candidate didn’t have all the needed skills, thought they could learn quickly: 35%
- Candidate lied about his/her qualifications: 33%
- Took a chance on a nice person: 32%
- Pressured to fill the role quickly: 30%
- Had a hard time finding qualified candidates: 29%
- Focused on skills and not attitude: 29%
- Ignored some of the warning signs: 25%
- Lacked adequate tools to find the right person: 10%
- Didn’t do a complete background check: 10%
- Didn’t work close enough with HR: 7%
Finally: How much does it cost an employer if they need to fire you?
A costly mistake
- A “bad hire” can cost a company nearly $15,000.
You may feel like you’re in a bad spot if the company that hired you isn’t a good fit. But for your employer, it’s equally as bad — and a big financial hit. According to CareerBuilder’s data, a bad hire can cost a company $14,900 on average. And almost three-quarters — 74% — of employers say they’ve hired the wrong person. This is the primary reasons a lot of companies have such intricate hiring processes, as onboarding the wrong person can be a big financial hit.
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