Guest Post

Making the right hire first time, every time

Like it or not we are in an era of uncertainty and many businesses are more nervous than ever about making business decisions regarding recruitment. Recruitment, especially within SMEs, can be business critical. Once the decision is made to hire, having a process to get the right person is paramount. According to a recent article I read on onrec, the overall cost to an employer of hiring a new employee can be up to one-third of a departing employee’s annuals salary. Therefore an investment to avoid this happening in the first place is both cost and time effective. It is worth noting that up to 80% of staff turnover is due to poor hiring decisions. This statistic should drive employers to invest energy and time to avoid this happening in the first place; and this is where a good recruitment company comes into place.

A good recruitment company like Project Resource can help an employer by putting in measures to avoid a poor hire.

Examples of such measures include:

  • Consultative advice: A good recruitment company/consultant will make sure they listen to all parties, they offer advice and manage the process efficiently to all parties satisfaction.
  • Reference checking: Sounds obvious, however, there are still many hiring managers who are gung ho enough to make a hire without taking references. We take references where possible, so you have assurances that we are presenting the best available job seekers.
  • Relationships between the job seeker and recruitment consultant: Recruitment consultants who have worked for a number of years in specialist sectors recommend job seekers that they trust and who are proven.
  • Relationships between the employer and the recruitment consultant: Time can be a major asset to help a recruitment consultant really get to know the employer and what is important to them.
  • Loyalty: A good recruitment consultant will understand why a job seeker moves from job to job.
  • Motivations: Is the job seeker looking for the ‘right’ reasons. A good recruitment consultant can establish if the job seeker is genuine or if they are telling them what they want to hear.
  • Culture: Researching and understanding the people of a company is important if a recruitment consultant wants to know what type of person to introduce to an employer. Many employees leave in the first few weeks simply due to a personality or culture clash.
  • Temp to Perm: A term used often when an employer wants to ‘trial’ a job seeker on a contract arrangement prior to committing to offering a permanent contract.

Ultimately these measures are difficult to apply for most employers without the help of a specialist recruitment company. We recruit, vet, reference check, qualify and challenge every day to ensure we delivery the highest quality of supply and customer service possible. This allows the employers we supply to focus on their jobs.

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