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"We reckon that every time we make a poor hire, it costs us more than £1m". Here was someone who had counted the cost of a mistake with recruitment in UK - and this sales director of a high-technology company had good reason.
Remember, it's not just the employment and training costs that we're talking about - there's also the penalty of having a sales territory poorly managed and the very visible lost sales opportunities that will never be able to be replaced.
But it is not just in sales teams where the cost of poor recruitment can be felt. In far too many situations a poor hire has ruined the productivity of a whole team.
One client said "As a line manager I was unable to find a UK recruitment consultant who could understand both team dynamics - everything to do with "fit" - and the ins and outs of technology. But, incomprehensibly, they seemed to wield such power in moving people in and out of companies, often to the benefit of neither".
It is important that the hopes and fears of candidates are understood by the UK recruitment consultant, and candidates are not pushed into accepting jobs that are not right for them. Ambitious people have different drivers, they want to work at the sharp end and alongside people who are as clever as they are. Which means they need to discuss career moves in a grown-up way with people who understand them and can act as a mentor.
It seems the UK recruitment consultant comes from either a target-driven sales camp or human-resources background - neither being qualified to help.
All of which suggests you should be interviewing your UK recruitment consultant just as much as they interview you - checking out if they are qualified to offer advice to both you as the employer and the candidate. |
