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
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.