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When the talent market or budgets are tight, it’s easy to let standards slip and settle for “good enough” hires. But subpar employees can impact your business – a lot. It’s worth taking the time and expense to get it right the first time rather than taking shortcuts. Here’s why:

It lowers morale.

Top performers see mediocre employees joining the company and feel they are no longer on a winning team. Company culture is formed when people believe they work with co-workers who share their values and work ethic. New hires should be the same level as current employees or even higher to encourage people to “play up.”

It hurts productivity.

Mediocre employees simply don’t get as much done as top talent. What they do produce may not be up to standard. Also when workers see an employee who just gets by, they may not be motivated to work as hard as they would be otherwise.

It harms your reputation.

Like it or not, every employee is an ambassador for your company. Is it worth saving some time or money if it means hurting your standing in the market? Each hire should be someone you would be proud to have represent your company.

What can you do to prevent mediocrity?

Build a Talent Bench.

Interview and network even when you don’t have a current open position. This ensures you are able to identify the best talent for your organization and don’t have to scramble when the need arises. You can simply reach out to a candidate you already know well, or even create a position for them and avoid losing them to the competition.

Create Measurable Standards.

Establish a baseline for what you expect from candidates you accept into your organization. Develop your current team to that standard as well. Don’t put as much weight into specific education or years of experience as you do qualities that current successful employees possess.

Improve Your Process.

The quality of new hires is only as good as your hiring team. Continually assess and educate your hiring managers to ensure their training is up to date with the latest interview and evaluation techniques. Don’t hesitate to switch up interviewers who are not producing high-quality hires.

At SMR Group Ltd, our recruiters specialize in connecting our clients to the best sales and marketing talent available in the biotech, pharmaceutical and medical device industries. Contact us today to learn more about our recruitment solutions.


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