The Cost of a Failed Placement
A bad hire erodes team morale, delays projects, and can cost 30–50% of annual salary in replacement and productivity losses. Most failures trace to process not people.
Root Causes (and Corrections)
- Mis-scoped role: Vague outcomes produce mismatched profiles.
- Fix: Write role scorecards with 3–5 measurable outcomes, not task lists.
- Culture misalignment: Values clash or operating cadence mismatch.
- Fix: Add a standardized culture interview; use scenario prompts tied to real norms.
- Speed over diligence: Rushed cycles skip references and work samples.
- Fix: Pre-book reference windows; require one practical assignment for finalists.
- Ignoring candidate signals: Inconsistent stories, slow follow-ups, or rigid demands.
- Fix: Train interviewers to flag and investigate “yellow lights” early.
- Fragmented stakeholder input: Conflicting expectations after the offer.
- Fix: One hiring manager owns the scorecard; stakeholders align before sourcing.
- Thin onboarding: Role starts at “day one,” not “week four.”
- Fix: 30-60-90 plan, buddy system, and weekly outcomes review.
The Hathaway Guardrails
- Role Scorecards: Outcomes, competencies, and evidence examples.
- Structured Interviews: Same questions, anchored ratings, bias checks.
- Work Simulation: Short, paid assignment mirroring week-one work.
- Reference Triangulation: Manager + peer + cross-functional partner.
- Onboarding Blueprint: Access, context, relationships, and early wins.
When a Placement Wobbles
- Act in week two, not month two. Clarify expectations, give coaching, and set a two-week checkpoint.
- Decide with data. If trend lines stay negative, make a respectful, fast exit and protect team momentum.
Soft CTA:
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