The cost of a poor recruitment decision

How each poor recruitment decision mounts up to a vast national cost…

We recently discussed the issues of recruitment and CV fraud  – and detailed some of their financial and non-financial implications.

Well, new data has emerged to illustrate the price paid by the companies mistakenly recruiting fraudulent applicants. Crowe UK reveals that businesses are spending a total of £23.9 billion a year due to recruitment fraud.

As a reminder, this may be due to the use of fake qualifications or falsified documents, such as embellished CVs and applications. Candidates have also secured worryingly high-level roles (including those within medicine and aviation) as a result.

Where is the money going?

These costs comprise a variety of factors, including:

  • Initial recruitment procedures
  • Low productivity
  • ‘Internal investigations’ and disciplinary action
  • External penalties
  • And matters relating to the employer’s reputation
  • Internal costs such as fraud, theft or data breaches, may also apply.

Of course, perfectly reputable candidates may also prove costly if they’re not the right person for the job.

Looking at poor recruitment decisions in general:

The cost of the average unsuitable recruit is as follows (via the REC)

  • Wasted salary: £28,000
  • Wasted training: £1,500
  • Recruiting & training the new employee: £9,730
  • Reduced productivity from the wider team: £29,160
  • And total staff turnover: £54,000

TOTAL: £132,015 per each unsuitable recruit

How can you make better recruitment decisions?

Consider the many ways that you can improve your recruitment processes, including yet not limited to…

  • Clearly identifying your recruitment needs ahead of your candidate search. Consulting your colleagues and/or employees where needed.
  • Dedicating sufficient time to employee attraction and screening.
  • Making certain that your job descriptions truly depict the roles you’re recruiting for – while clearly communicating your expectations and the realities of working for your organisation.
  • Considering any necessary skills assessments.
  • Making use of trial periods and or temp-to-perm contracts where appropriate.
  • Ensuring the utmost efficiency so that you don’t lose any top candidates along the way.

Your recruitment consultant can support you with each of these decisions. Therefore, working closely alongside an expert recruitment agency may help ease much of your time and cost burden.

For further advice about recruitment in Bath and the surrounding area, please call the office on 01225 313130. You can also find out more about our service here.



SMEs express recruitment confidence

How SMEs perceive their recruitment abilities – and how they’re looking to attract new employees. Plus what the rest of the employment market stats are saying…

SME stands for ‘small and medium-sized enterprises.’ This refers to any business with fewer than 250 employees. Together, these companies employ more than 16 million people, which accounts for half of the UK’s working population.

The findings show:

  • SMEs are confident in their abilities to recruit over the coming year; regardless of the wider business climate. 61% of these companies express this sentiment, versus 53% of global businesses.
  • Business owners are looking to increase their investments in training and development, alongside ‘demonstrating a commitment to ethical and social values’ in order to attract more employees.
  • Salary remains the most regarded employee attraction tool among business leaders, with the aforementioned training and development in second place.
  • Employers are no longer placing the same level of focus on ‘long-term service’, however, a ‘competitive salary’ is also deemed the most effective tool for promoting staff retention.

Each of these stats come from this Onrec report. The research itself was conducted by Oxford Economics in association with American Express.

What about the latest ONS labour stats?

Over on the REC website, it’s stated that the national unemployment rate is now the lowest it’s been since November 1974 to January 1975, at just 3.9%.

  • 32.72 million people of working age are now in employment. 475,0000 more people than over the previous year.
  • The number of job vacancies has also increased by 32,000 to a total of 852,0000 for January to March 2019.
  • As positive as these figures appear, this poses a continued challenge for employers looking to recruit new team members. The REC describes this as a ‘big risk’ to future economic growth.

How do these findings compare to the current KPMG and REC Report on Jobs?

  • These figures also reveal a ‘steep decline in staff availability.’ This is partially attributed to a ‘Brexit-related uncertainty’.
  • The Report on Jobs also suggests the ‘fastest decline’ in permanent employee placements since the middle of 2016.
  • However, these figures additionally show employee demand has increased at its ‘softest pace’ since August 2916 – both across temporary and permanent recruitment.

What does this all mean for you as a job-seeker or employer?

For job-seekers:

There are some fantastic opportunities out there for you. When you consider that 85% of local businesses are SMEs, their confidence becomes all the more newsworthy.

What’s more, these businesses are competing for people with the relevant skills, attributes and experience for their companies.

Low unemployment means you may experience reduced job-seeker competition in your field. However, you cannot rely on this! Appealing roles have a habit of attracting greater numbers. You must still ensure your CV and applications are doing all that they can to demonstrate your suitability for a job.

Take a look at the latest local openings and/or email your CV to our Consultants. Here’s what to include in your cover email.

For employers and managers:

The challenge of standing out from your competitors continues.

As per the SME discussions, employee attraction strategies are now of the utmost priority. The following posts share some useful considerations:

Work closely with your Recruitment Consultant to ensure they’re aware of your individual recruitment needs as well as your complete employee offering. Get the most out of the agency’s staff attraction tools, honed through years of recruitment expertise.

You can call an Appoint Consultant today on 01225 313130 or reach a Consultant directly via email.



Job hunting this lunch break?

Are you using your lunch break to job search? Why so many professionals are, plus some considerations to be aware of…

The lunch break job hunters:

  • It turns out that 1/4 of UK professionals are now job searching at lunchtime.
  • 1/3 of people aged 22-35 even apply for job vacancies during working hours.
  • In comparison, the over-55s are more likely to conduct their job search after work (58%).

What’s behind these figures?

  • The majority of respondents hope to increase their salaries (41%). This actually contradicts other recent research findings.
  • There’s also the aim of making a ‘fresh start’ (31%);
  • Plus simply wanting to know what else is out there (over 25%)
  • Alongside an eagerness to work for a different company (23%).

Some hints and tips…

  1. It’s definitely wise to save your job hunting for your lunch break rather than during office hours. You’re entitled to a break. For most, this will include an hour-long lunchtime. For others, it’ll simply be the 20 minutes that you earn for working more than a 6 hour day. Either way, this break should ideally be ‘uninterrupted’ and is yours to spend as you wish…within reason, of course (your contract may stipulate certain limitations, such as the amount of alcohol that can be consumed during the day. But that’s a different topic)!
  2. Avoid using any work devices to conduct your job search; even if it is during your lunch break. Your employer may monitor computers, laptops/tablets and phones. This is a private endeavour that should be limited to your own technology.
  3. On a similar note, always use your own email address, rather than your company’s. Again, company emails may be monitored.
  4. Private devices operated on company Wi-Fi might not be so private after all. Where possible, take yourself out of the office where you can conduct your search in peace.
  5. Don’t rush your applications. You want to make sure you can give your CV and any cover letters proper attention. Use this time to research and bookmark openings and make any initial enquiries. Only send your CV if you’re sure it’s ready to be sent (keep a copy in your email drafts for this purpose). Also be sure to proofread your cover note and check that you’re not emailing it to your boss/colleague by mistake!
  6. Lunch breaks are fantastic for contacting and/or meeting with recruitment agencies. Let them know if you’re only available for a certain period of time so you feel more relaxed. For further advice about your search, please call an Appoint consultant on 01225 313130. Here’s what to include if you’re emailing your CV to a recruitment agency. And, finally, here’s where you can upload your CV via our website.

Best of luck with your job search – we look forward to hearing from you regarding jobs in Bath and the surrounding area. 



Is voicemail dying in recruitment? Advice included!

Why you might want to rethink your attitude towards voicemail when it comes to your job search…

It’s great that there are so many ways to get in touch with recruitment agencies and prospective employers these days. This may be via social media, email, a text, or call. However, research suggests that one method of contact might be dying out. Yes, the title gives this one away, it’s the voicemail!

According to the research (published by HR News):

  • Only 20% of respondents choose to leave a voicemail if they can’t reach their contact by phone.
  • There’s a distinct age divide: middle-aged and older people are far more likely to both listen to and leave voicemails promptly versus their younger counterparts.

What stops people from leaving a voicemail?

  • The primary reason (22%) for not leaving voicemails is that people don’t like to receive them themselves! In other words, they’re trying to do the prospective recipient a favour of sorts. This was closely followed by:
  • The fear of making a mistake that they can’t delete (21%),
  • A belief that it won’t even be listened to (17%),
  • Disliking their own voice (17%),
  • And embarrassment that they’re not speaking directly to someone (15%).

The article also cites a number of reasons that people dislike receiving voicemails.

Advice for job-seekers…

Perhaps it is the case that voicemails are a dying breed of communication. However, whatever your viewpoint, you’d still be wise to brave them for the good of your job search for now!

You never know which HR manager, employer or recruitment consultant might be calling you – nor for that matter their preferred method of contact.

It’s savvy to make sure you’re as accessible as possible and you’re actively listening to and responding to any form of communication regarding your job applications. After all, you don’t want to miss an urgent interview invite or temp assignment. You certainly don’t want to be that one candidate who is always super tricky to get hold of.

Alongside this, leaving voicemails yourself where appropriate allows you the opportunity to impress an employer with your professionalism. Our advice?

  1. If you’re nervous about leaving a message, be proactive. Before you even pick up the phone, jot down a few points that you’d say. Say them aloud to yourself if needed.
  2. Always state your name and number clearly and slowly, repeating any details as appropriate.
  3. If you make a mistake, most voicemails offer the facility to re-record the message. If not, apologise for the confusion and move on…just as you would in regular conversation. Remember, the recipient is also human!

What to do if your voicemails don’t work:

Don’t leave this to guesswork! Make sure that your contact knows in advance that this is the case and ensure you provide alternative routes to reach you.

Additionally, always respond in as timely a fashion as you can. If you’ve asked for emails or texts, be sure to monitor them.

The more proactive you are, and the more you use your initiative, the more points you stack up against your job-seeking competitors!

Looking to contact a recruitment agency for the first time by email? Here’s what to include in your cover message



What employees want & need in 2019

Do you know what most employees want from their employers?

It’s always interesting to see how your daily hopes differ from those of your colleagues. Of course, if you’re the employer it also becomes rather beneficial to know those factors that could be getting your team down.

Sometimes, the least expected concerns may be those that top the list. This could be said for the leading ‘want’ in Viking’s data, compiled from nearly 14,000 respondents…

What most employees want:

  1. Greater information regarding the possible health implications of their daily ‘display screen equipment’ use and sedentary working ways.
  2. Increased mental health and work stress support.
  3. Mental health training for all managers.
  4. Remote working opportunities.
  5. Protected lunch breaks…so employees actually get to take them.
  6. A four-day working week; working longer days Monday to Thursday to accommodate this.
  7. More artwork throughout the office space – to lift moods and reduce stress.
  8. Guidance on social media policies.
  9. Efforts to reduce ‘annoying office habits’.
  10. And for employers not to ban social media use (believing that this would actually hinder productivity).

It’s well worth reading the full piece on the Viking Blog to see all the supporting stats. Alongside those irritating office habits that make 41% of people want to leave their jobs!

Elsewhere, employers are reminded of another specific need…

HR Magazine has a thought-provoking post regarding the impact of fertility issues on employees. A conversation that is rarely discussed in HR and recruitment media.

The feature highlights the emotional challenges experienced, as well as the logistical problems posed by treatment appointments and medication needs.

It also provides some well-informed suggestions for employers and HR professionals.

Now, what do you really want or need from your job?

This is a fantastic question to ask yourself at the start of a New Year. What would make your Monday mornings brighter in 2019? Do you look forward to a new challenge or setting? Have you outgrown your existing role and/or do your skills exceed your salary?

If the answer is ‘yes’, you’ll want to keep a close eye on our news and jobs!