While these topics are of great importance in the recruiting and talent acquisition community, there's one particular issue that seems to be continuously avoided: Seat Fillers.
What are Seat Fillers? Employees who were hired simply to fill the chair and are not actually the most qualified fit for the role. Rarely do Directors of Talent Acquisition, Recruiters or HR want to admit they have hired a seat filler, but the results of this hasty hiring mistake can be detrimental to the organization's bottom line. It can cost up to a third of a new hire's salary to replace them.
Additionally, there are a number of hidden costs that can be associated with hiring a Seat Filler, including:
How do you spot a Seat Filler? The individual may not display the core competencies necessary of the position to begin with, but this is overlooked in the hurry and stress to fill open roles. The Seat Filler will not push to better themselves and will be content to sit idly by as an average or less than average performer.
When this happens, management is often scrambling to try and change the inherent behaviors of the Seat Filler - the candidate's lack of skills skills, competency, attitude, and cultural fit within the organization. This becomes a struggle to fit a square peg into a round hole and creates tension surrounding accountability and quality of hire.
While open roles can be harmful to the business, a Seat Filler may cost the company more in lost time and dollars. The Seat Filler issue has become more prominent than ever, as organizations are struggling to find qualified talent to fill key positions.
Try these tactics when looking to make a hire in order to avoid Seat Fillers: