Avoid Poor Performers in the Work Environment Starting from the Hiring Process

By Michael Klazema on 3/1/2013

A recent report released by Robert Half Internationals says C-level managers spend one day per week managing poor performers. The study surveyed a number of managers with the basic question "Where does the day go?" According to the study roughly 17 percent of the day is spend supervising poorly performing employees. The report goes on to state that the 95 percent of managers note that a poor hiring decision somewhat affects the company as a whole with more than 35 percent saying that morale was greatly affected. Max Messmer, chairman and CEO of Robert Half International states, "Bad hires are costly, not just for the drain they place on the budget but also in terms of lost morale, productivity and time."

In order to avoid potential bad hires, Messmer suggests rethinking the hiring process. While background checks and employment verification are a good first step it is not a guarantee to finding a good employee. During the hiring process, employers should take the following steps to keep poor performers away:

· Ask for help - when hiring a potential candidate, reach out to other managers and staffers to get their take on needed attributes for the position.

· Depend on the internet - using internet job boards can reach a wide variety of people, however it's also suggested that employers reach out to their own network and resources as personal interaction is the most important aspect of the hiring process.

· Take too long - employers should extend an offer immediately once they have identified their top candidate as they could potentially have other offers waiting for them.

· Offer a low salary - companies should stay current to standard salaries offered for the position and not offer any lower.

· Identify necessary attributes - before looking at candidates identify the must have skills and skills that can be developed. Candidates that possess the mandatory skills should be the only ones brought on for interviews and, later, hiring.

There can be times where a candidate looks good on resume and seems to be a high performer, however, once hired they somehow become an underachiever. Many times these applicants might have created a false work history. In fact, around 40 percent of all resumes that HR receives have lies or omissions about past jobs, education or qualifications. The easiest way to avoid these applicants is to hire an employment verification company and to also perform a standard background check on potential interview candidates. While the EEOC prevents companies from immediately disqualifying candidates who have criminal backgrounds, companies can provide justification for disqualification if the crime relates to company security.

Companies can prevent hiring poor performing employees by spending more time assessing each applicant. Often poor hires are a result of rushed decisions to fill the position and end up being costly to the company. A background check and employment verification are excellent ways to start the hiring process and weed out potential applicants who do not, in fact, match the necessary qualifications.

About - - a founding member of the National Association of Professional Background Screeners (NAPBS®) and cofounder of the Expungement Clearinghouse - serves thousands of customers nationwide, from small businesses to Fortune 100 companies by providing comprehensive screening services. Headquartered in Dallas, Texas, with an Eastern Operations Center in Chapin, S.C., is home to one of the largest online criminal conviction databases in the industry. For more information about backgroundchecks’ offerings, please visit



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