As an employee many of us have played the role of interviewee. When it comes to being on the other side of the desk as the interviewer, the role is much different and the stakes significantly higher. Once the need for a position is announced, a hiring manager knows time is of the essence and there’s an imperative to find an individual with the right skill set for the position who is also a good fit within the company culture. If either area is found lacking, it creates an imbalance with the strong potential to have repercussions for the company and its employees.
Looking at the Dollars and Sense
Considering the skyrocketing cost of hiring, the price of an ineffective hire can be a significant budgetary hit. From a monetary perspective, a bad hire could cost a company anywhere from $4,000 to as much as six figures. These numbers include pre- and post-employment screenings, training, background checks, salary and severance. The pain further multiplies when you consider potential impacts a bad hire can have on the current team, leadership, and clients in the form of tarnished customer relations, lost productivity, and diminished employee morale.
With so much at stake, no one intentionally sets up to make a bad hire. Unfortunately, the bad hire scenario continues to occur more than anyone would like to admit. This often happens because those who are tasked with hiring are adding this time-consuming task to an already long list of regular job duties. Recruitment, normally a job in of itself, becomes one more thing to do. As a result, the recruitment gets slotted in between other duties. This results in positions filled based on speed and availability of “close enough” candidates, leaving little time to get to know each candidate individually and learning why or why not they could be a good fit for the position.
Choosing a Better Way
Working with an outside recruiter can be a smart way to get the right person in the door in the most expedient manner. Rather than starting a search from scratch sifting through piles of identical-looking resumes, a recruiter is already working with qualified candidates who are activity seeking the right position and company. A recruiter is trained to look at the nuisances of a candidate far beyond a set of skills on paper. As a result, a candidate’s job skills, personality and desired job position are already known by the recruiter. Because the recruiter is also well-versed in the needs of the position and understands the company culture, a recruiter will only present those candidates they deem to be the best fit for the role, saving the company time and resources in the long run.
Because Austin Nichols specializes in the manufacturing and construction industries, we know what companies are looking for in new hires and how to find the right candidates for the job. When you work with Austin Nichols, Kansas City’s direct hire and contracting firm for the manufacturing and construction industry, you can be assured you’ll receive exposure to the best-rated employees in the area.
As a top Kansas City recruiting firm since 1988, Austin Nichols Technical Search has served clients in a variety of fields. Austin Nichols specializes in direct hire and contract recruiting for manufacturing, construction, engineering, and technical positions.
