Bad hires. We all make them, no matter how carefully we screen for toxic traits or how in-depth our pre-hire assessments are. Regardless, they slip through the cracks -- and it costs us. In fact, as many as 95 percent of companies admit to making bad hires every year, according to 2015 research by Brandon Hall Group.
But, in our effort to avoid these costly bad hires, are we missing out on top talent? The hiring process is designed to weed out potentially toxic employees, but what if -- in the process -- you're letting great talent slip right through your fingers?
To help you identify your next rockstar employee in the midst of bad hire stereotypes, here are four commonly rejected candidates and why you may want to take another look at their resume:
The job hopper
Common misconception: They won't stick around for long.
Hiring professionals have a long history of rejecting the job hopper. After all, they can't be trusted, right? Wrong. While a job hopper might have left their previous positions after a short period of time, there's no concrete evidence that they'll do the same if hired for your open position.
In fact, a 2014 CareerBuilder study found that the majority of employers surveyed (55 percent) said they've hired someone they'd consider a job hopper. Of those employers, 57 percent of them said the job hopper stayed at their company for two to three years.
Having short tenures with several employers shouldn't automatically disqualify a job candidate. In fact, job hopping tendencies could work to your benefit. The same CareerBuilder survey revealed that 53 percent of employers surveyed said job hoppers tend to have a wide range of skills and expertise and 51 percent said they can adapt quickly.
Immediately rejecting frequent job changers may cause you to miss out on great talent with a diverse range of skills and ideas that can only be acquired through holding multiple jobs. To weed out the unloyal job hoppers from the ones with great potential, find out the reason for their job hopping ways during the hiring process.
Common misconception: They're more trouble than they're worth.
But are they really?
CareerBuilder's 2015 Candidate Behavior Study found that more than half (54 percent) of employers surveyed admit that, over the past five years, it has grown increasingly difficult to find qualified candidates. And rather than risk making a bad hire, they'll leave the position open.
But holding out for the candidate who meets each and every qualification can cause you to overlook talented candidates who could have been able to learn and grow with your company in the time that it takes you to finally hire the candidate you had been waiting for.
So, be open to candidates who might be slightly underqualified, but who have professional recommendations that suggest they are ready and willing to learn.
The senior citizen
Common misconception AND discrimination: You can't teach this old dog new tricks.
Most importantly, this misconception is more than just a misconception. It's illegal and a discriminatory hiring practice. While you might have to give this candidate a crash course in things like social media and workplace wearables, it's a fair trade for the experience gained after 30+ years spent in the field. And no amount of training will give younger workers that amount of knowledge or wisdom.
With the number of Americans over the age of 50 who are working or looking for work having grown significantly over the past decade, according to a 2015 AARP study, employers can't afford to overlook older workers during their talent search. If that's not reason enough, consider the fact that 65 percent of employees age 55+ are considered engaged, compared to only 58 percent of younger employees.
Before making the assumption that an older job candidate is already set in their ways, review illegal hiring practices, then give them an opportunity to go through the entire hiring process and show you that they are open to change and eager to learn.
The passive candidate
Common misconception: They're not interested.
In many cases, this candidate never even makes it to the hiring process. Why? Because hiring professionals assume that because they already have a job, the potential employee is not interested in pursuing other opportunities. However, according to Mercer's 2015 Inside Employees' Minds study, 37 percent of employees -- regardless of satisfaction level -- are looking to leave. With that many employees searching for new job opportunities, employers shouldn't be so quick to pass on the passive candidate.
Why should you take the time to persuade the ever-elusive passive candidate? For one, they have a proven work ethic. Not to mention, they are less likely to be interviewing with other companies, which means you're all the more likely to score this valuable talent.
The next time you come across the LinkedIn profile of an ideal candidate who's already 'taken,' a resume littered with short tenures at multiple companies, a fresh grad with little experience under their belt, or a veteran worker with a ton of experience under theirs, you might want to think twice before rejecting.
Who else may be slipping through our fingers during the hiring process? Let us know in the comments below.