They’re disengaged. They underperform. They complain. They eat your CLEARLY marked leftover rotisserie chicken you left in the fridge. We’re talking, of course, about bad hires. A recent survey by Careerbuilder found that nearly 3 in 4 employers have been affected by at least one bad hire over the past year. This is an extremely pervasive issue that most likely has affected your company no matter how detail-oriented and effective your recruiting process is.
Bad hires cost much more than one might expect. CareerBuilder estimated that the average cost of a bad hire is nearly $15,000. Even worse, the cost of losing a good hire is nearly $30,000. So why does this happen? There is a wide array of reasons bad hires occur. And while it seems that this issue may never fully go away, there are proactive steps one can take to significantly reduce these missteps in the hiring process. Artificial intelligence recruiting is of them. Let’s explore why AI is one of the best practices recruiters can implement to eliminate bad hires.
The first aspect artificial intelligence recruiting can appease is bias. Even when trying to be as objective and facts-oriented as possible, unconscious bias a part of human nature. The biggest reason bad hires occured this year (35%) was that the candidate did not have the necessary skills needed, but the recruiter thought they could learn quickly. Also significant was the reason that the person interviewing for the job seemed like a nice person (32%). While wishful thinking is certainly a plus in many areas, it is still important to assure candidates check off the appropriate boxes. AI can help keep this bias in check and assure that qualified candidates progress through the hiring funnel.
30% of bad hires over the past year occured because recruiters were pressured to fill a role quickly. This is the factor that artificial intelligence recruiting can assist the most in. AI can be used to initially screen candidates, schedule interview times, and collect information much faster than humans can. As a result, you don’t have to feel rushed when you take the time to get to interview your candidates. You can take the time to really ensure your top candidate is a perfect fit for your company before pulling the trigger.
The final factor AI can alleviate is reach. 29% of bad hires occured because recruiters had a hard time finding a qualified candidate, and 10% occured because the recruiter lacked the necessary tools to find the right person. AI is that necessary tool. Automating early-stage communication drastically increases your reach, and allows you to communicate in real-time with a much larger audience. At this point, not only are more applicants coming in, but the right ones are.
The bad hire epidemic most likely will never be eradicated, but artificial intelligence recruiting can be the tool you are missing that can help mitigate it the most. It can eliminate bias, and take your speed and reach to the next level. So go ahead, enjoy that rotisserie.
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