a Mediocre Employee Better Than No Employee?
are complaining about the quality of people applying for jobs. At this point, the pretty bad candidates look great
when compared to the really bad ones. And so comes the dilemma. Is
filling a job with a so-so employee better than leaving the job
open? Many managers believe that having a body in a position
is better than having no body at all. Before hiring that
so-so employee, look at the possible ramifications.
Training takes longer since managers and experienced
employees must take extra time and effort to ensure that the new
employee knows the job.
What will your customers think? Think
about the impact on your customers when Mr. Middle-of-the-Road
answers the telephone with a disinterested voice and takes no
initiative to find out what the customer wants or needs.
breeds contempt. High performers
do not want to work with slackers. Hiring a run-of-the-mill
person will bring down your good employees who will have to carry
most of the load for them. Super employees will start to
resent management for hiring such a loser.
Losing your competitive advantage. Your
people are your competitive advantage. Ms. Mediocre will
come in late, expect the employer to understand her problems and
not give a lick about the business issues. Ms. Mediocre will
also work at a slower pace, thereby bringing productivity down. How
much more does the high performer contribute to your bottom line
as opposed to Ms. Mediocre? It may be hard to measure, but
it is very easy to see.
Great companies are not built
with mediocre people. Enough
you have to ask yourself again, “Is hiring a mediocre
employee better than no employee at all?” The pickings
are very slim and with the lower unemployment rates throughout
the country, the pickings will get slimmer.
“Help Wanted” and “Now Hiring” signs are
everywhere. Starbucks, one of the perennial companies on
the best places to work in the country list, is advertising that
they are having a job fair in Jacksonville to attract candidates. Many
companies are now offering hire bonuses of up to $5,000. Others
are offering gifts certificates to restaurants and movies to people
who apply for jobs. These incentives are acts of desperation.
good companies must become very creative and forward thinking
to attract the people they need to produce high quality work. Take
the time necessary to find the type of person you need. Involve
other employees and communicate the issues you are having with
filling job openings. Ask them how they can redistribute
the work or for ideas on others ways they can get the work done
in a timely manner.
second rate employees means paying someone to bring your organization
down. Let your competitors hire
Mr. and Ms. Mediocre.