Nearly eight in 10 healthcare businesses admitted to making bad hiring
decisions in 2012, according to a new survey from CareerBuilder. "Bad
hires," as defined by the survey, included employees who produced
low-quality work, didn't work well with others or had immediate attendance
problems, according to a statement.
The top reason cited by healthcare hiring managers for sub-par recruiting
was the need to fill an open position quickly, and most of the 276 survey
participants estimated they paid a heavy toll for doing so. According to Healthcare Finance News, 39 percent of healthcare businesses
surveyed estimated the cost of a single bad hire was more than $25,000, while
22 percent said it cost their organization more than $50,000.
To minimize the expense and frustration of bad hires, the most important
step for companies is to take the time to go through a thorough hiring process,
Jason Lovelace, president of CareerBuilder Healthcare, told HFN.
"Speed will kill you," he said, adding, "an open position is
better than a bad hire."
One strategy that may help hiring managers learn more about candidates
quickly is to solicit video resumes, suggested Josh Tolan, CEO of video-based
hiring network Spark Hire, in a recent column on Huffington Post. Getting to see candidates' on-camera
personalities and communication skills may help root out individuals with
negative attitudes (cited by 59 percent who said they made a bad hire) or who
received complaints from customers (44 percent).