Why Delayed Hiring Is Draining Morale and Costing Companies Big
So here’s something that’s really shaking up the hiring world right now. According to new research from Robert Half, employers are hitting major roadblocks in their hiring processes, and it’s starting to cost them—not just in dollars, but in time, morale, and even retention.
Mike Shekhtman from Robert Half recently explained how hiring today isn’t what it used to be. What once took maybe a couple of weeks is now stretching into months. Managers are being extra cautious about who they bring on, which isn’t surprising considering a quarter of them admit they’ve made hiring mistakes in recent years. The fear of hiring the wrong person has made companies drag their feet—and that hesitation is causing a ripple effect across their entire teams.
In fact, 94% of managers surveyed said hiring is taking longer than it did just two years ago. And the fallout is real. On average, it takes four weeks just to recognize a bad hire, and during that time, more than 15 hours of productivity are lost each week due to performance issues. Even worse, 56% said these hires triggered further turnover. So not only are teams underperforming, but they’re also losing good people in the process.
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One big problem? Too many applications—but not the right ones. As unemployment rises, more people are applying, but HR departments are being swamped with candidates who just don’t fit. It's overwhelming and inefficient. Shekhtman emphasized that without proper alignment within the organization around what the hiring process should look like, teams get stuck. There's often no structure, no clear interview plan, and no ownership over moving things forward.
And it's not just HR that's paying the price. When roles go unfilled, the workload doesn’t disappear. It gets dumped on existing staff, slowly wearing them down. Over time, this erodes morale and drives disengagement. Shekhtman warns that this kind of internal strain builds up—and eventually, it breaks.
Some companies are looking at AI to help speed things up, but Shekhtman urges caution. AI should support, not replace, human judgment—especially when it comes to assessing soft skills and cultural fit, which are often overlooked. He pointed out that too much focus on technical skills can lead companies to ignore whether someone’s actually a good match for the team environment.
The key takeaway? Employers need to get proactive. That means tightening up the hiring process, creating a clear roadmap, and working backwards from the desired start date. Interviews should be structured, roles clearly defined, and everyone involved should know their part.
Bottom line: hiring doesn’t have to be perfect, but it does need to be efficient and thoughtful. Progress, not perfection, should be the goal. And sometimes, that means investing in training and development so you can cast a wider net and bring in the right people—people who don’t just fit on paper, but actually fit into your team.
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