The Hidden Cost of a Bad Hire – And Where It All Begins
Hiring the wrong person can be one of the most expensive mistakes a company makes, and it's far more common than you might think. According to the Department of Labour, the cost of a bad hire can be as high as 30% of that employee’s annual salary. But the financial hit is just the tip of the iceberg.
The Ripple Effects of a Bad Hire
Poor hires don't just affect your bottom line. They impact team morale, productivity, and even client relationships. When someone is placed in a role they’re ill-suited for, it creates friction:
• Team members may need to pick up the slack, leading to resentment and burnout.
• Managers must redirect their time and energy to fix problems or retrain.
• Customers may receive subpar service or communication.
• Ultimately, your brand reputation suffers, both internally and externally.
All these consequences stem from one preventable root cause: a poor hiring decision. And more often than not, that decision traces back to the very first step in the recruitment process: the job description.
Job Descriptions: Your First Line of Defence (or Failure)
An unclear or unrealistic job description sets the wrong tone and attracts the wrong people. Here's how:
• Vague titles like "Sales Ninja" or "Operations Rockstar" may confuse potential applicants.
• Generic descriptions copied and pasted from past roles fail to reflect your unique culture or current needs.
• Unrealistic requirements can discourage qualified candidates who don’t meet every single criterion.
Let’s compare:
Weak Example:
"We’re looking for a dynamic go-getter to join our team of high performers. Must be a multitasking wizard who thrives under pressure."
Strong Example:
"As a Client Relationship Manager, you will be responsible for nurturing key accounts and ensuring customer satisfaction through proactive service, strategic planning, and cross-functional collaboration."
The difference is clear: one sells a buzzword fantasy; the other outlines purpose and expectations.
Where Level Up Comes In
At Level Up, we understand that great hires begin long before the first interview. That’s why we partner with your HR department or relevant line managers to ensure every job description reflects not just the responsibilities of the role, but the nuances of your team, goals, and company culture.
We don’t just help you list tasks. We help you:
• Define the outcomes you need.
• Identify the competencies and behaviours that lead to success in that role.
• Write descriptions that speak directly to the right audience.
By getting it right from the start, you reduce the likelihood of a mismatch, protect your team dynamics, and improve your chances of finding the perfect fit faster. "Before you post another role, ask yourself: Is this description attracting the candidate I want or the one I deserve?"
In the next article, we'll explore the psychology of job ads and what top talent really looks for when scanning your vacancy post.