Recruiting great people is critical for any organization. Statistics show, the average company in the U.S. spends 50% of its budget and resources on its people. People are truly the largest resource companies have. So it’s critical with this type of dependency on human capital that companies put every effort into attracting, recruiting and retaining the best people they can.
If you think about the impact a great employee can have on a company (productivity, customer impact, core knowledge, team culture and team-building, bench strength, engagement, referrals), great employees are the best resource any company has. The reverse of this is also true. Poor employees can make a critically negative impact on a company—not the least of which is poor performance—which impacts a company’s bottom line and the customers it works hard to retain and serve.
So, when it comes to recruiting the right people, it’s essential that every company takes a strategic and thoughtful approach to selecting the best in the market. When companies lose sight of the direct impact of good employees, or are too busy to dedicate time to the recruitment process, they usually experience the negative effects of their decisions soon after bringing new people on board.
At IPS, we’ve observed that business leaders who understand the nature and timing of the recruitment process make better hiring decisions and benefit from lower turnover and longer retention cycles with their new employees.
Bottom line—people are the lifeblood of every company, regardless of size, industry and geography. It’s imperative that business leaders utilize a recruitment approach with the appropriate resources and timelines to attract and hire great employees. The outcome of hiring the right people is worth the up-front investment.
Personally – good candidates have multiple opportunities. In many cases, they are so busy in their current positions/companies, they have little time to engage with a recruiter or even look at other opportunities in their local markets. It takes tact, timing, sensitivity and skill in working with candidates–especially passive ones–to engage them in exploring new opportunities. This is where IPS will be able to assist you in targeting the right people to fill and satisfy your hiring needs.
For reference: “Consequences of Hiring the Wrong Employee and Tips for Making a Better Hire”