Don’t Waste Money On Recruiting: Get The House In Order First

There is confusion about exactly what kind of service recruiters offer. Do we offer introductions? Guaranteed performance? Profit margin? Completed projects? How should our services be evaluated or graded? How do we know when we have done a great job?

Ambassador Search Group serves our clients best by focusing on introducing the best people we can find to our clients and advising them on interviewing, assessing, hiring, and managing them. Note though, we are only in charge of the introduction process. We don’t make the hiring decision and we don’t manage employees. As Gallup astutely points out, performance is a management problem.

Broad long-term recruiting guarantees can foster a few insidious problems.

Poor managers have false confidence that they can profit from their investment in recruiting. Using recruiters becomes a silver bullet solution until the chickens come home to roost and the poor management drives top performers away. They can have the best recruiters in the world but will never get far, thanks to themselves.

It can provide false security from turnover. However, the actual reality is highly educated role turnover costs are far greater than a recruiting fee. Some companies are so used to it they have it priced into their business model, but the unnecessary cost is there, nonetheless.

Some managers think they will hire a 10-gallon candidate with a five-gallon compensation package because they hired a recruiter to find them an underpaid unicorn. Sometimes that recruiter finds this unicorn (hooray!) and they are briefly hired until a more competitive employer comes along.

Some managers fail to carefully onboard and support recruited candidates, once again leaning on the replacement guarantee. It’s like buying a car and expecting the warranty to cover the engine blowing up because one didn’t change the oil.

The point is, the quality of the hiring process matters greatly to the end product.

Think of the hiring process as a car and a recruiter’s guarantee as AAA roadside assistance.

If one bought AAA roadside assistance and a dilapidated jalopy should blame AAA if one broke down frequently? What if those breakdowns cost money? Is it AAA’s fault? Of course not. It’s the car (or hiring process, in this analogy) that is the problem.

aWhen a hiring authority gets very concerned about the warranty on the candidate we get very concerned about how often they change the oil in their cars.

Now, should recruiters replace candidates for great managers who did their best. Absolutely. We want our clients to be successful and no one bats 100. However, we are serving no one well if we facilitate a shoddy process through a guarantee of false invincibility.

The simple fact is, one can waste money on recruiting if other elements of the business are not in order.

About the author

TJ Kastning is the principal of Ambassador Search Group, a boutique recruiting agency passionate about finding excellent professionals for amazing construction companies.

Send us your recruiting and hiring questions for our ‘This Week’s Questions’ series. We appreciate the opportunity to contemplate tricky issues.

TJ can be reached at tj@ambassadorgroup.com.

How to Hire a Professional Resume Writer

Seeking out than hiring a resume writer seems like a fairly straightforward proposition. Or is it?

Unfortunately, during the last recession, many unscrupulous people hung out their shingle and portrayed themselves as professional writers, when in fact, they were not. So, what do you do to make sure you aren’t fleeced?

Here are some tips to vet out a properly qualified resume writer:

Book Review: 4 Disciplines of Execution

There are some intriguing concepts and insights that Sean Covey (and the other authors) had in the book, 4 Disciplines of Execution. He has a very extensive background as a business executive and has had his program utilized by some very large, multi-national (and even international) companies.

The fundamental problem they define is this: Many executives and employees know their general strategy; they simply fail in the execution phase of their goals. Execution fails for 3 reasons:

What should I say in my job description to attract people?

Companies are ultimately reflections of their owners. You should consider what it is about your core values which influence your culture which influences your operations which influences the daily workflow, which influences how people are treated, and consequently, how they feel about working there. People want to be proud of their work and company.

“It’s Just Business”

The term "It's just business" is confusing.

Should business relationships and personal relationships stay separate? 

Is it okay then to behave in a different manner than one would towards their personal relationships?

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2020-02-07T13:54:09+00:00