Female manufacturing supervisor looking worried while checking equipment and production during quality control in the interior of a cosmetics factory

The Cost of a Bad Hire in the Packaging Industry

When looking to hire new talent, companies strive to find the best-suited candidates to fill their open positions, but unfortunately, it doesn’t always work out that way. Sometimes employees get hired who fail to perform, don’t meet expectations, or don’t fit into the company culture they’re being placed. When that happens, the cost of a bad hire can be staggering.  

In specialized industries where expertise is in high demand, finding the right talent can be a challenge for recruiters; timelines are short, and qualified candidates are scarce. Often, finding someone in the packaging engineering industry that meets the educational and experiential requirements is only half the battle. The job type, location, travel requirements, and employer expectations also play a role in determining if the candidate is a good fit.  

Calculating the Cost

There are many different costs associated with hiring a new employee, from recruiting, to onboarding, to training. In each industry, costs pile up quickly, but in technical industries with high salary ranges, the cost of a new employee generally exceeds the average.

Consider the following variables:

  • Number of days spent to fill the position
  • Hours spent to write and post job descriptions
  • Hours spent reviewing candidate resumes
  • Cost of advertisements and job boards
  • Cost of drug screening, assessment testing, and background checks
  • Amount of time spent onboarding
  • Cost of lost productivity
  • Days spent training the new employee
  • Benefits
  • Unemployment

These costs increase if it’s a specifically difficult position to fill, if productivity losses are high, or if the hiring company spends a long time reviewing numerous resumes of less than qualified candidates.

The Cost of a Bad Hire in the Packaging Engineering Industry

The Real Loss

The real cost of a bad hire extends beyond money. While money is easy enough to make back, mending a tarnished brand reputation, recovering associated lost business, or rectifying a ruined client relationship is much harder to regain.

In addition to the impact on your clients, bad hires can have a detrimental effect on your team. When employees are part of a team that is driven to learn, collaborate and take pride in their work, their efficiency increases. The opposite is also true. Hiring an employee that can’t carry their weight and doesn’t mesh with your current team will decrease morale, which in turn leads to decreased productivity. Essentially, one bad hire can derail an entire project.

Why do bad hires happen?

The number one cause of a bad hire is when companies are trying to fill a position quickly. Rather than spending the time vetting the candidates until they find someone qualified, they look to fill the position as fast as possible and end up with an employee that isn’t a good fit for that role.

Similarly, another main reason for a failed hire is that the recruiters or hiring company didn’t understand the employee’s skill set well enough. In a highly technical field like packaging engineering, this happens frequently to recruiters without a background in the packaging industry.

Leveraging the Right Recruiter

Often when staffing for packaging engineering roles, general recruiting companies lack the industry-specific knowledge to be able to determine if the candidate is well suited for the position they are hiring for. They often produce a large pool of candidates that have few of the skills needed to succeed in the position. This prolongs the process, having companies weed through a large pile of partially qualified candidates, which ends up increasing the cost in the long run.

In specialized industries like packaging engineering, it’s exceedingly important to be able to do more than just check off boxes on a list to see if the candidate meets requirements. With the multitude of materials, components, processes, regulations, and industries within packaging engineering, it takes a recruiter that has experience with the industry to understand both the project requirements and the engineer’s capabilities.

In contrast, working with recruiters with a background in engineering will result in a small pool of highly qualified candidates; generating a much quicker process and much more aligned results candidate for the hiring company.

Importance of Hiring the Right Talent

When you find an engineer that aligns to your project needs, it adds tremendous value to your packaging department, beyond that of the performance of that individual. Placing a candidate that fits into the culture you value and has the expertise your team was missing can increase morale, enable knowledge sharing and increase overall team productivity.

Avoiding the Cost of a Bad Hire

In order to avoid the high cost of hiring the wrong talent, consider using a recruiting company that knows the packaging industry. Recruiters, like ours at Adept Talent, have a background in engineering, so they’re familiar with the array of projects, skillsets and unique challenges encountered within the industry. They have a vetted pipeline of candidates with a diversity of expertise, which allows them to provide a concise pool of qualified candidates, quickly, significantly increasing the likelihood of a successful placement. Whether you’re in need of specific expertise or a complete packaging department, our team can provide the right resources, right when you need them.

Business Background screen interface

Tips on How to Find Your Own Employees

At a time when unemployment is low and competition for talented employees is high, hiring can be difficult. But the cost of a bad hire is greater than waiting for the right one. Here are some ideas on how to find the people who align with your plans to grow and share your vision.

Ask Your Own Network of Industry Professionals

People you have worked with over the years will know what traits you value in an employee, what skills are most important and what qualities drive you crazy and you wouldn’t hire. Your network will be able to speak to the kind of leader you are and how you manage.

Leverage Your Connections

Ask your employees, customers and former colleagues for referrals. When appropriate, offer referral bonuses. Many times, this is less expensive and more targeted than a job board.

Hang Out with Candidates Online

One of the best places to find future employees is using the same resources as they do. Join blogs, forums and LinkedIn groups specific to the types of talent you are trying to attract. Look for user groups on Twitter or Facebook groups that appeal to your target audience.

Leverage Your Website

Create a career page on your website to make jobs easily accessible and create an easy process to apply. Make certain your website is optimized for mobile since more and more candidates are viewing opportunities on their phones.

Get the Word Out

Never underestimate the power of networking. If you are hiring locally, talk to other local business owners and let them know you are hiring. They also have a network of contacts they can leverage on your behalf.

Use Industry Specific Job Boards

Increase your visibility by posting jobs in places where your target talent will see it. Many industries have industry or job-specific posting sites that allow you to focus your search in specific areas.

Use Social Media

Social media is another way to not only get the word out to your network of contacts, but reach their contacts. Look at local Facebook groups, industry LinkedIn pages or just ask your friends and connections to share your posts with their connections.

Grow Your Own Talent

Consider creating internship programs as a way to add to your recruiting pipeline and invest in your company’s future. Many seniors and graduate students from colleges and universities welcome the opportunity to get real-world experience and get an extra advantage over other graduates when entering the workforce.

Go Back to College

Many graduates stay connected to their college and university alumni centers and former professors and classmates. Build relationships with the professors and staff at local schools (or schools specific to your needs) to help identify up and coming talent.

Participate in Career Fairs

School or community career fairs are a great way to network and meet active job seekers. Almost like speed dating, career fairs allow you to interview multiple candidates in a short period of time.

Use a Recruiter

A truly skilled recruiter knows to ask about more than a college degree and years of experience. They know to ask about what you want that we won’t see on a resume. We know what drives and motivates candidates to make a change and how you and your company can align to meet those qualities.

Leverage the Adept Talent Team

Owned, operated and recruited by engineers, the agile team at Adept Talent will leverage our global packaging pipeline to quickly help you find the talent you’re looking for.

Whether you require knowledge of packaging materials or business processes, our recruiters can provide additional resources, specific expertise, or a complete packaging department, right when you need it.

While there are many approaches to finding your own employees, the best solution is to try multiple avenues to see what works best for you and your company’s needs. If all else fails, our team at Adept Talent sources packaging experts for the most iconic brands in the Food, Beverage, CPG and Life Sciences industries.

Contact the Adept Talent team for assistance with finding the packaging talent you need.

Download

This article is also available as an infographic download in our resource library.