He looked good on paper. He had the right title, the right skills and the right technology exposure. I hired him to lead our marketing operations. But a few weeks into the role, it quickly became apparent that my superstar hire was not as familiar with marketing automation software as he had indicated in his interview. He didn’t know how to build a production schedule and he lacked other critical skills needed to do his job. Soon, a customer complained and we were at risk of losing the account. He was a classic example of a costly mis-hire.

As Magi Graziano, CEO of KeenAlignment, explains, there are other, more subtle costs associated with making bad hiring decisions that many don’t consider. In this issue of Promotional Consultant Today, we share five problems that can arise within an organization when the wrong person is hired, and Graziano’s tips for avoiding them.

1. Employee Morale Suffers. While one bad apple doesn’t exactly spoil the whole bunch, it’s not unusual for excellent employees to slip into a lower productivity mode during the time they are working with a mis-hire. In fact, good employees may choose to leave the organization before the bad apple does.

2. A Poor Customer Experience. Beyond employees, consider those with whom the mis-hire will come into contact with outside the company. Clients, customers, vendors and partners may have a negative experience with the mis-hire, which can damage your company’s reputation.

3. Work Productivity Suffers. An employee who cannot fit into company culture or lacks problem-solving skills at the level of the rest of the team will not produce work at expected standards. As a result, productivity and innovation from the whole team declines.

4. A Culture Of Micromanagement Develops. When managers need to spend more time with an underperforming employee, it undermines their management style and forces them to micromanage. In some companies, there is a pattern of hiring underperforming employees. When managers must hover over and correct multiple members of their team, it decreases their effectiveness and affects how they manage everyone.

5. Rushing To The Next Hire. Once the mis-hire has left the team, the manager often feels an extra sense of urgency to hire a replacement to maintain productivity and improve morale. What happens when the hiring process is rushed? Too often, another mis-hire is made, starting the downward spiral all over again.

To avoid repeating a poor hiring decision, focus on asking the right questions in the candidate interview, dig deep to understand their skill set, describe scenarios to see how the person responds and, most importantly, don’t rush the hiring process. Mis-hires can cost your company dearly. Take time to find the right fit for your organization.

Source: Magi Graziano, as seen on NBC, is the CEO of KeenAlignment. She is also a speaker, employee recruitment and engagement expert and author of The Wealth of Talent. Through her expansive knowledge and captivating presentations, Graziano provides her customers with actionable, practical ideas to maximize their effectiveness and ability to create high-performing teams.