Hiring in a tight labor market can be challenging. The difficulty in finding highly qualified candidates might encourage settling for “good enough” candidates in high-stakes technical positions.
Hiring average candidates might feel like an effective solution to quickly filling roles. However, these decisions come with hidden costs such as a less attractive culture, management overload, and slow innovation. These factors reduce the bottom line and stall business growth.
Learn the risks of settling for “good enough” candidates in high-stakes technical positions and how to avoid them.
Less Attractive Company Culture
An underperforming hire brings down the entire team. Seeing mediocrity tolerated leads to frustration and disengagement. Many high-performing employees leave for jobs with competitors.
Management Overload
Average hires can drain the management team. Simple tasks might require repeated explanations and follow-ups. Managers might have to oversee entire projects, track deliverables, and fix mistakes.
The need for micromanagement takes away time for strategic initiatives. Added stress can reduce productivity and increase burnout.
Slow Innovation
Mediocre hires often focus on the minimum requirements to maintain their positions. They typically avoid calculated risk-taking, creative problem-solving, and innovation, contributing to business stagnation.
Tips to Avoid Settling for “Good Enough” Candidates
These methods encourage holding out for top-tier candidates in high-stakes technical positions:
- Develop an attractive employer brand: Make your company stand out. Emphasize the culture, employee stories, and career development opportunities. Draw high-level candidates with a clear mission and strong values.
- Write down the values and traits of high-quality employees: Examples include collaboration, humility, and accountability.
- Maintain high hiring standards: Define success in the position. Include technical skills, mindset, and values aligning with your company’s culture. Look for candidates who want to grow with your business.
- Offer competitive income, benefits, and perks: Health insurance, a retirement plan with a company match, generous paid time off (PTO), remote or hybrid work arrangements, and a flexible schedule strengthen engagement, performance, attraction, and retention.
- Develop realistic hiring timelines: Take time to hire high-value candidates for long-term success.
- Score candidates based on predetermined values and traits: Hiring for skills and cultural fit increases the likelihood of long-term growth.
Hire High-Quality Technical Candidates
Do not settle — work with Element Staffing to find top-tier technical candidates who meet your hiring needs.
