Following our recent half-year review, we’re eager to share insights that can enhance your recruitment strategies. For a detailed overview, watch Sandra Hill‘s video below as she outlines our findings!
⭐TEN YEARS ⭐ after their initial placements, an incredible 82% of the people we’ve placed are still making an impact with the companies we placed them in, and they’ve made career advancement, whilst driving fantastic business growth.
This outstanding retention rate proves our recruitment solutions are highly effective, with our candidates’ remarkable career progress showcasing their personal dedication and the immense value they bring to their companies. This reflects the long-term growth and success we strive for in every placement.
Their continued career success highlights the mutual benefits of our placements, promoting stability and ongoing development for both the individuals we place and the companies they join.
If you need help locating the stars who will have a significant impact on your business, we are here to assist! Please contact Sandra Hill by contacting +44 (0) 161 448 8283 or emailing Sandra@hillgroup.co.uk
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With a successful 18-year career, this Executive Commercial Director is a respected leader known for their diverse managerial skills. They excel at managing global projects, emphasising strategic thinking and collaboration.
Their expertise lies in developing clear ideas, establishing balanced goals, and driving long-term growth through effective commercial strategies. They specialise in sustainability and governance, cultivating strong external partnerships and advocating for continual improvement across every aspect of business operations.
Executive Commercial Director
Career Highlights that have made a positive impact:
- Their leadership was critical in transforming a previously unprofitable project into a remarkable achievement for a respected international company. They obtained full CAPEX approval, meeting tough economic requirements such as IRR hurdle rates and exceeding NPV expectations. This achievement resulted in a significant multimillion-dollar contract and earned them a prestigious CEO award in appreciation of their outstanding achievements.
- Successfully led a company’s move into a new oil and gas market after nearly 20 years. Through several visits and extensive talks with national oil and gas organisations, they developed a commercial model aimed at building a local workforce and enabling national businesses to increase hydrocarbon production while reducing reliance on external sources. This strategy approach resulted in the signing of several multi-year contracts worth more than $20 million.
- Led a company’s first long term sustainability strategy for the C-suite. This was the first time a sustainability strategy had been developed, which resulted in a multimillion-dollar investment in digital transformation and organisational training.
- Secured multi-year contracts with an equipment supplier, enabling facility consolidation and site closures while remaining profitable. This approach saved $4 million annually while generating more than $5 million in revenue.
If you would like to discuss this great individual, please get in touch with Sandra Hill at sandra@hillgroup.co.uk or call +44 (0) 161 448 8283
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You find yourself in need of a crucial position to be filled, having exhausted all internal recruitment avenues. However, you’re wary of engaging a recruiter due to associated fees. While this hesitation is reasonable, it’s important to consider the broader picture. Despite the upfront cost, investing in a recruiter can prove to be a strategic decision, ultimately saving you both time and money in the long run. This article explores the real costs associated with a bad hire as well as the logic supporting a recruiter’s charges. It also draws attention to the potential drawbacks of choosing a recruiter with lower fees.
The Cost of a Bad Hire
Let’s examine both the obvious direct costs and the less evident indirect costs linked with bad hiring decisions:
- Unrecoverable Salary
- Wasted Management Time/Training
- Recruitment Agency Fees
- Lost Productivity
- Lost Team Productivity
- Indirect Staff Turnover
- Loss of Business
- Impact on Reputation
Hiring the wrong person can result in significant costs. According to research, the average cost of making a bad hire is 3.5 times the employee’s first-year salary. This includes recruitment and training costs, reduced production, and significant damage to morale and client relationships.
Consider this: if you make an incorrect hire and need to repeat the hiring process, you’re essentially doubling your recruitment expenses. Additionally, there’s the significant investment of time and resources in onboarding and training someone who ultimately doesn’t align with the role.
Why Recruiter Fees are Justified
Expertise: Recruiters specialise in finding the best candidates for a position. They know where to look, how to attract top talent, and how conduct rigorous candidate evaluations. This knowledge can save you countless hours looking through CVs and conducting interviews.
Access to a Larger Pool of Candidates: Recruiters possess connections to a candidate network that you might not reach independently. This capability substantially enhances your likelihood of discovering the ideal match for your position.
Time Savings: Time equates to money, and the recruitment process can be exceedingly time-consuming. Entrusting this responsibility to a recruiter allows you to reclaim your time, enabling you to concentrate on other critical aspects of your business.
Reduced Risk of Poor Hires: Recruiters’ expertise and screening processes help to reduce the risk of hiring mistakes. They are adept at detecting warning flags from the start, ensuring that you only review candidates who are truly qualified for the position.
Going Forward
Though paying a recruiter fee may appear as an initial expense, it’s crucial to weigh the long-term advantages.
By avoiding the costs associated with a poor hire and leveraging a recruiter’s experience, you can ultimately save money and time while getting the best candidate for your organisation.
Partnering with a recruiter is more than just a cost; it’s a strategic investment in your company’s success and growth.