Hire talent sustainably, using an approach that's empirically proven to improve outcomes by 100% or more

Our team at Hired, know that typically the hiring process has an imbalance of investment in search vs selection.

This means you can address your immediate symptom by filling the vacancy, but you have not yet mitigated the underlying risks in your hiring process, which if not resolved will result in longer term retention challenges.

Not only do we connect our clients with hard to find candidates, within our standard fee, we also support our clients through the selection process with competency and behavioural assessments to help you select the right people from your shortlist.

We think you should expect more than a shortlist from your agency recruiter, so talk to us and find out how we’re different.

It’s time to stop the madness of hiring for the same role, again and again. And start reaping the rewards of less wasted time, energy and money.

When Recruitment Goes Wrong!

We believe the biggest challenge in recruitment is that there’s too much focus and money spent on finding great candidates. Sounds illogical, but fantastic candidates continue to fail to thrive when hired at an astonishingly high rate – so why is that?

Organisations often have thousands of business processes, but we reckon you’ll never hear of a single process that has a 50 percent failure rate. Many findings over the years will leave executives stunned to learn that the recruiting process (the HR process with the highest business impact) often has a failure rate of 50 percent or higher at every job level.

It’s not hard to imagine the direct costs, negative business impacts, and the lost productivity that results from each and every hiring failure. So what would your response would be when if were presented with the following revealing table by your recruitment team?

Hiring Failure Table

So what on earth is going on?

Why is nobody holding recruiters or the recruitment process accountable for this failure rate?

The Causes of Unacceptably High New Hire Failure Rates

  1. Nobody measures the cost of a bad hire — in most organisations change only occurs when leaders see that something is costing money!  The problem is that leaders and business owners don’t see that the direct hiring costs are only the tip of the iceberg. Indirect cost of a hiring failure can easily reach three times the salary for the position, and if the new hire is client facing, the costs can be much higher.
  2. Process design isn’t scientific — almost all corporate recruitment processes are designed based on past practices or intuition. It’s quite rare for recruiting processes to be designed from the ground up based on correlation data that identifies which process elements accurately predict future success on the job. Without using process reengineering principles, it is unlikely that recruiting results will improve markedly.
  3. Intuition rather than data-based decision-making — it’s widely reported that over 75 percent of the decisions made during most corporate recruiting processes are made by humans relying on their own intuition, rather than data or even framework-based hiring.
  4. Process updates never happen — most recruitment processes are literally never entirely redesigned based on business process engineering principles. Instead, elements of the process are added, removed, or modified on an individual basis, and often only when a major issue or new vendor offering comes along.
  5. Hiring failure rates and quality of hire are not measured — although it is a standard business process step, precious few corporate recruitment functions systematically measure and report their process failure rates. And if you don’t measure hiring failures, you can’t use “root cause analysis” to find out and fix the causes of that failure. And since a majority of recruiting functions don’t even measure quality of hire (the on-the-job performance of new-hires), they also have no way of knowing when a new-hire was a success – and so the cycle continues.
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Agency Recruitment

We don’t just search the market for great candidates, we support the entire hiring process by designing and facilitating a budget friendly, completely objective and structured selection process to ensure you always hire the very best candidate.

If you’re already working with an Agency, that’s great – we can support you both with the selection process to ensure the money you spend on the search, is well spent in consideration of the final outcome.

We can design simple selection processes based on your competency framework (or design one if you don’t have a framework) even for junior hires at a remarkably low price.

For more senior hires, internal promotions or leadership development, we can deploy any one of 100+ cutting edge assessment tools to delve deeper into the success characteristics needed in your organisation, and link these to future hiring profiles.

We believe the agency model has to change – clients deserve more support in achieving the very best hiring outcomes, not just being given a list of great candidates and we’re taking the lead to make it happen.

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In-House Recruitment

We can help with everything from a small hiring project, right through to Global Strategic Workforce Planning projects and everything in between.

Our team of consultants has operated in Functional HR and Operational leadership roles across Europe and the Middle East, and delivered consulting projects globally for the last 20 years working on behalf of KornFerryHay Group, PwC, Deloitte and many more.

We’re big enough to take on the most complex projects, but small enough to love getting involved in SMEs who often need our support the most.

Don’t be put off by our pedigree, we have solutions to enhance your talent acquisition outcomes at every price-point

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