Successful businesses spend considerable time and money on acquiring the right talent. Hiring decisions are some of the most important ones in the business world. A business with long-term goals to grow and scale needs to acquire talent to suit those goals. Remember: good employees drive business functions, revenues, and profits, while a bad hire can have a devastating impact on team cohesion, workplace culture, morale, productivity, and even business credibility.
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The Impact of Partnering With the Wrong Recruitment Firms
Making the right hiring decision at the right time becomes even more important in a competitive business landscape. This is one reason why businesses without the expertise or the budget to source, screen, and hire candidates often choose to partner with a professional staffing agency. In this case, your decision shifts from hiring the right talent to partnering with the right recruitment firm.
Otherwise, the fallout can be significant, especially for crucial revenue-generating functions like sales or marketing. Read on to find out more about what may happen if you choose to collaborate with the wrong sales and marketing staffing firm.
#1: You May Get a Weaker Quality of Candidates
Every business aims to acquire the best quality of talent possible. Of course, in-house recruiters may be limited to a shallow candidate pool. This is why many businesses prefer to work with recruitment firms to find diverse talent that can add value to the workplace. Unfortunately, all marketing recruitment agencies aren’t created equal.
An established firm like CGT Staffing likely has access to some of the best active and passive candidates across the country. On the other hand, a newer or inexperienced firm may not have yet built a strong talent pipeline. Since they simply don’t have access to top-tier talent, they won’t be able to deliver it to you. Instead, you may find yourself looking at mediocre candidates that may ultimately turn out to be a poor decision.
#2: The Chances of a Bad Hire May Increase
The bane of every hiring manager, human resources function, and even top-level management is making a poor hiring decision. In other words, the last thing you need is to make a bad hire. Trying to minimize the chances of a bad hire, businesses often turn to professional recruiters. The assumption is that professional recruiters have enough experience and skill to separate a good hire for a bad one. When working with a firm with strong candidate engagement, this is usually true. The wrong firm could easily increase your chances of making a bad hire, hampering your business growth and operational efficiency.
#3: The Additional Costs a Bad Hire May Incur
Businesses spend significantly on the hiring process to acquire good talent. A good hire adds value to the workplace, especially when they are a good cultural fit, motivated, and have long-term goals that align with those of your business. However, a bad hire can throw a wrench in the works. A bad hire doesn’t just mean the time and effort spent on filling a position went to waste. It also comes with several incremental costs that may seem easy to ignore at first but can become significant business challenges if not addressed.
The first cost you will need to contend with is going through the whole hiring exercise again to find a replacement for the role. But that’s just the beginning. A single bad hire can create bottlenecks in the sales and marketing process, leading to a decrease in productivity. An unprofessional or unmotivated attitude will inevitably begin to seep into the rest of the workplace.
This will lower team morale and may even cause friction amongst employees, leading to a loss of team cohesion. Since the marketing and sales function often directly deals with a brand’s customers, you also run the risk of a bad hire tarnishing the credibility your brand has built up until now.
#4: A Lack of Transparency in the Hiring Process
Transparency between the recruiter and the employer is an essential ingredient for any hiring strategy. An employer should be aware of each stage of the hiring process, in order to develop a trust-based relationship with the staffing partner. Transparency not only builds trust it is also a good chance for recruiters to demonstrate how efficient their recruitment processes are.
Established professional recruiting firms usually have some degree of transparency in their processes, which is what encourages brands to work with them for their staffing needs. However, the wrong recruitment firm will likely be more opaque about their hiring. In most cases, this is usually an attempt to disguise a weak or flawed recruitment process.
#5: Recruiters May Be Only Motivated to Get a Commission
There are two types of recruiters. A good professional recruiter understands their success is tied in with making a successful long-term placement. Good recruiters stay in touch with the talent they place at client companies to determine how good a fit they are for the company. Many will also work closely with your business managers to understand their staffing needs and the nature of the role, coming up with innovative talent acquisition strategies to meet these needs.
Experienced firms like CGT Staffing have an in-depth understanding of how the industry works, and what type of candidate would be a good fit for a particular position. This enables them to make successful long-term placements and build lasting relationships with their clients.
The other type of recruiter rarely puts in that much effort into a placement. Such recruiters often have little to no interest in making a long-term placement. They are usually motivated to maximize their commissions and make as many placements as possible. This often results in them compromising on quality and paying less attention to the individual staffing needs of a client company. As a result, they may deliver the first candidate that fits the bill, as opposed to making the effort to source truly valuable talent for each placement.
