According to a study undertaken by CareerBuilder in 2013 which surveyed more than 6,000 hiring managers worldwide more than half the employers in each of the 10 largest world economies have felt the effects of a bad hire. Many of those surveyed reported the actual financial cost in the realm of USD $35,000 – USD $65,000. Bad hires translated to lost productivity, negative effects on employee morale, negative impact on client relations, fewer sales and a further cost to recruit and train a worker to replace them. http://thehiringsite.careerbuilder.com/2013/05/08/whats-the-cost-of-a-bad-hire-a-global-perspective/
Recently, I was briefed on an open position with a client in a niche market and when I asked what they had done thus far to recruit to fill the role, they said, “Well, we had someone in the role, but she left. Then we got a replacement, but she wasn’t right and now we think we should outsource the recruitment.”
In essence, they had a chink in their recruitment armoury. In both attempts to fill the position, they did not implement a full recruitment framework effectively to identify the right fit for their business. By using a recruitment framework, your organisation will ensure all parts of the process are covered.
Excerpt from BodySnatchers – Unlocking the Secrets of the Recruitment Industry, Section 2 – Written by Maree Herath
Finding the correct person to fill a position on your team has enormous benefits for your organisation. With the right person in the role, firstly you will reap the benefits of their performance. Secondly, productivity will increase and the work, project or operation that was lacking before the incumbent’s arrival becomes fully functional. Thirdly, with a high performing team, the organisation itself becomes more efficient and this naturally flows on to the sales, profit and performance of the company as a whole. Successful recruitment exercises do not happen by accident. They are underpinned by a bulletproof plan and process.
Planning allows proactive managers to regain control of the recruitment outcome. Many managers outsource recruitment as they lack the belief that they can truly attract and select the right person for the role. Effective planning gives managers confidence in the process and assurance that they will gain the right fit for the position at the end.
Furthermore, planning makes for a smooth process because all of the elements have been accounted for and the next step naturally flows on from the previous one. Once you have your key milestones in place, you can approach the recruitment team (those involved in the recruitment process) so they can prepare and know when you will need their involvement. Stake holder’s engagement increases when they know there is an orchestrated process and outcome. Think of the individual that is covering for the vacancy. How relieved are they going to be when you come to them with a planned document where an outcome will be delivered by a certain date? It will give them the energy to carry on, knowing there is a finish line in sight.
Before we map out the recruitment plan, we need to document who it is we are looking to hire.
Resource planning is determining what person is needed, the role they are required to perform and the timeframe in which the recruitment process must be completed.
Let’s break this down.
What needs to be achieved?
The basis of hiring starts with determining the projects, tasks and activities that are required to be undertaken within your organisation. This includes listing all of the work that needs to be done. It may serve you well to list these functions under sales, marketing, operations and administration to give some structure. Mind-mapping may help you gain an exhaustive list of the tasks that are undertaken in your business.
Once you have listed the tasks, determine how much time needs to be dedicated to each task for the organisation to operate or the project to be achieved. You may list how much time needs to be dedicated each week or in totality. In addition, identify what is a priority with specific deadlines as well as those tasks that are required yet are non-date critical.
By grouping the tasks and listing the hours required, you will form a clear picture of the time needed on certain areas of the business and then you can set your sights on how this can be delivered.
How can this open position be filled?
It is important to think about the outcome and manner in which you can fill the need before launching into the recruitment process.
Recruiting a staff member is one of various options you can consider. Other options may include:
- Outsourcing the function
Do you need this person in-house or can you achieve the outcome through outsourcing? There are many subcontract companies that can deliver the result you desire and they can be based locally or abroad.
There are numerous websites that can help you find resources at very affordable prices. They include freelancer.com.au, elance.com and guru.com to name a few. A range of people will bid on your brief of the project or desired outcome. The person with whom you are most happy with in terms of their portfolio, examples and rates is awarded the job and it is delivered to your door.
- Contract or Casual
If the work is to achieve a certain result in a set timeframe, you may not need to hire the person permanently. Instead, you can forge a service agreement where an individual or group can supply you with services to achieve that result. The contract finishes when the work is complete.
This is particularly true for a growing business. Sometimes you don’t need a full time resource to achieve the outcome you desire. You can hire someone part-time who will commit to certain activities on the days they are at work. Often part-timers are ‘return to work’ parents. They bring experience and commitment for the time they are at work, often achieving greater productivity than a full-time worker.
If you are confident that you can fill in 38 hours of responsibilities on a day-to-day basis, then it’s time to recruit a full-time resource.