Do you have a vacancy now or will shortly and feel a headache come on if you think about going through the recruitment process?
Lots of business owners and executives dread the hiring journey—whether it’s replacing a staff member or, even more difficult, putting together a new position in the organisation.
Check out these signs to see if you’re suffering from recruitment-itis.
One of the biggest issues that many business owners or executives find with recruitment is that they can’t seem to spend the time they need on it to do it properly.
They often get caught up in the day-to-day business needs, finding that time continues to pass and they haven’t spent the time they should on putting together even a position description.
Not only do you struggle with the job position description itself, but you’re not even sure nor can clarify type of background, skill set or culture fit you want the candidate to have.
Or you are not even sure of the level of the person that you really need. For example, perhaps you need a salesperson, but you’re not sure whether you want to spend a bit more to get a gun with the experience, or spend less and plan out more training to train them in your style.
It’s important to define exactly what you’re looking for before you do the actual looking.
If you’ve had the unfortunate experience of a bad hire and perhaps having to fire someone, it might be hard to get back in the saddle.
Having one or even a few bad hires can hurt a manager’s confidence in his or her recruitment ability.
But keep in mind, almost anyone who has been in the position of hiring people has had to go through the experience of a wrong choice in hiring. And whether that resulted in firing or the person quitting, it doesn’t mean your next choice will yield the same result.
Before you even begin to think about hiring a new position or even sometimes replacing one, you should take a good hard look at your company’s budget.
You certainly don’t want to go through the effort and cost of recruiting a new hire when it might strain your budget. Sometimes you may be able to fill internally or spread the position responsibilities amongst current role so it doesn’t make sense to replace or even add a position.
If you’re going to hire a new person or even replace someone, it’s important to evaluate what goals or deliverables you’ll be expecting.
Before the person is even hired, it’s important for them to know what exactly the position is expected to do and what will be considered success. You can then focus your questions in the interview process around these. If you’re unsure of what those are, then it could cause issues in the recruitment process.
If you’re not factoring in on-costs such as superannuation and payroll tax as well as set up, onboarding and training costs.
You’ll need to calculate the costzzof set up from training time to purchasing a laptop and other office supplies. Do you have the room in your budget to support that part in the recruitment process?
Then there’s the time you or your management team will spent with the new hire right through the recruitment process.
Sometimes business owners don’t remember to consider the legal side of hiring. Do you have the proper contracts in place for this new position considering all of the important elements of the role (ie confidentiality and non-poaching requirements)? How are you handling privacy particularly around reference checks? Are you saying the right things during an interview process?
Perhaps you may also be thinking about adding a contractor, then that’s a completely different contract and setup than a traditional position and you need to make sure that it is really a contractor position.
Don’t worry, you’re not alone if it feels overwhelming.
Don’t discount the actual time it takes to put together the job description, advertise it, sort through resumes, interviews and all the other steps that go into hiring a position. Keep in mind – if you dont do this – you can provide your candidates with a bad candidate experience that may also influence them as a customer.
Do you have the time to spare to manage it all yourself or will it cause issues in your business to have you distracted by this project?
Truth time: Do you have a few of these issues? Or maybe more than you’d care to admit?
It’s one of the most common frustrations I hear about from business owners. This is why it often pays to hire someone to help with recruitment.
However, when you look at the math, it seems like a lot to spend when you look at hiring a traditional consultant.
Typically a recruitment agency would charge a percentage fee, typically about 12 to 15%.
This translates into almost $13,000 for a position whose salary is $80,000. Meaning, a business on average pays about $10,000 to $20,000 per role at an agency.
Keep in mind, the only thing you’re getting for that amount of money is the recruitment. You won’t get any of the additional HR services from that fee.
But if you participate in the BespokeHR People Program, you’ll receive recruitment assistance in addition to a host of other services from getting your business set up, putting the right templates and contracts in place, checking in on staff and getting feedback on the climate of the business, managing exit interviews to find out why people are leaving and more.
The People Program costs approximately $1,500 a month, or about $18,000. Basically, the price of one recruitment role.
Get in touch to find out more about BespokeHR’s program, which is designed to be a step-by-step guide to maximising the performance and productivity of your team.
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