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JUNE 28TH 2017
REC Chief Executive, Kevin Green said, “Getting recruitment right is even more important during a time of economic uncertainty because businesses need to ensure they’re not wasting money.”
According to REC, 33% of HR decision-makers believe that recruitment mistakes cost their business nothing, but a poor hire at mid-manager level can cost a company more than £132,000. That’s more than twice their annual salary and doesn't account for the endless frustration that inevitably comes hand in hand with losing someone in their first few weeks.
1. Providing genuine opportunities for growth and progression.
Off to Work are constantly interviewing and assessing new candidates and the most common reason we hear for people wanting to move to a new company is for further progression. It’s good to recognise that progression doesn’t necessarily mean taking your manager's job title. Is there room in your company for employees to expand sideways and learn new skills? The more opportunity you can create, the more likely your shiny new recruits are to stick, believe in you and grow with your business.
2. Fine tuning your onboarding process.
Have you ever spent your first week in a new job getting more and more lost, not knowing which way to turn for help? New recruits, especially juniors, need to know who's in charge and who is responsible for teaching them the ropes. If you have a high staff turnover, take a good look at your onboarding process. Could it be better? If your new starters aren’t spending allotted time getting to know each department then the answer is more than likely yes…
Ella at Off to Work Commercial Filming
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3. Be honest with your adverts.
If the job on offer, realistically, is going to involve typing up spreadsheets for Susan from Accounts and keeping on top of the office drinks, be honest. It might take you a while, but eventually, you will find someone who’s cup of tea is making cups of tea. If you advertise business trips to Singapore but the only travel you can offer is a bus ride down to Bognor, it’s not going to wash and your new recruit will be out the door quicker than you can say ‘probation period’. Take your time to find the perfect match for your role, or it could end up costing thousands.
4. Interview your interviewers.
How good are your hiring managers at weeding every little detail out of your prospective candidates? You want someone who can find out everything about your candidate’s work history and abilities. More than that though, you want to find out how they will fit in with your culture. Where do they like to go out drinking on a Saturday? What’s their favourite quote? Who inspires them to be their very best? If you’re not asking these questions, you are in great danger of ending up with someone who doesn’t feel comfortable working with your existing team.
5. Find yourself a trusted recruitment partner and grill them!
Do you know exactly how your recruiter is working, where they are looking and what their process is? If you’re receiving 20 CV’s a week and you’re never able to catch up with your recruiter on the phone, it may be time to start looking elsewhere. From CV flingers to the guy that’s constantly 'in a meeting', it’s undeniable that recruiters get a bad rap, but there are great ones out there – you just have to find them. Try to partner with a recruiter who takes the time to immerse themselves in your business. If they truly know what you’re about, they’re far more likely to be able to find you a candidate so good, you’ll wonder how you lived without them.
Interested in finding an industry savvy recruitment partner who meets candidates face to face and will always call you back? Visit Off to Work's Talent Placement page and get in touch with the team. We might even be able to save you £132,000!