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What are the disadvantages of poor recruitment?

Using poor recruitment practices and recruiting poor performing employees can have several negative effects:

  • Higher Human Resources costs may arise as a result of time spent in recruiting poor performing employees.
  • People who are not a good fit to the role require more time and attention from their managers. The time that managers can spend on developing their best people is reduced.
  • Employees with limited role specific capabilities take time to become productive and need more training to build their skills, good employees hit the ground running and are interested in learning.
  • Client satisfaction is impacted through an increase in errors, poor decision making and less effective client service.
  • Underperforming staff impact the performance of many by a multiplier effect.
  • Morale is impacted as the high performers often resent management's tolerance of average or poor performers.
  • With salary costs typically running at 60-80% in many businesses, the lower productivity of poor performing employees has a significant impact on the budget.
  • Unsuccessful applicants may end up unhappy with the process and possibly challenge the selection decisions.

The material on this page has been adapted from information created by the Department of Human Services Human Resources Branch.

Supported by the Community Sector Investment Fund (external link - opens in a new window).