You want in your team employees with whom you can have a long-term collaboration. And this collaboration is outlined from the moment of the recruitment process if you choose well the colleague you want in the team.
Your focus on the recruitment process is all the more important if you consider the latest data showing that wrong recruitment could cost a company five times the annual salary of an employee (according to a study conducted by the Society for Human Resource Management – SHRM). That is why it’s important to plan your recruitment process well.
These data may seem exaggerated at first glance, but the truth is somewhere close. In an article recently published in Republica.ro, a fairly thorough analysis is made of the visible costs and the hidden costs that an employer must pay for the loss of an employee from the company. Some of these costs can also be applied in a situation where the recruitment of a new employee ends with failure.
From the point of view of visible costs, we can highlight the recruitment and internal selection costs, the promotion and marketing costs for attracting new candidates, the costs of integrating the new employee into the team, costs related to the low performance of a new employee in the first months of activity, costs related to new equipment and licenses, relocation costs and installation premiums, costs related to the abandonment of candidates in the advanced stages of selection, costs related to commissions charged by recruitment and selection companies and others.
From the perspective of hidden costs, the author of the article mentions the costs related to the decrease in productivity due to the prolonged non-occupation of the position, a situation that can lead to a decrease in the quality of services/products, to cash-flow disturbances and even to a decrease in turnover, reputational and loss of credibility in the market, costs generated by disputes and conflicts generated by employees who are subject to overcrowding of tasks, costs which, in turn, can lead to costs related to the risk of losing some clients, suppliers or business partners, costs related of related resignations or recruitments made by the competition against the background of tensions accumulated by internal employees.
The journey to the right person for the new role in the company includes essential steps that you need to treat carefully because every step can talk about your employer’s brand.
The good news is that you are not alone in this journey. The human resources consulting company BIA helps you with almost 30 years of experience in recruitment and we have a complex approach to find the right colleague for your team.
You will discover complete recruitment services, from careful job analysis, preparing the database with the most relevant candidates, conducting the necessary interviews, making a shortlist of candidates (with a report of their profile), and providing feedback after the recruitment process. Moreover, we can provide assistance and advice to the new colleague for his team integration.
George Georgescu, HR Business Development Manager at BIA shows you the steps of collaboration with BIA to recruit people for your team:
What kind of information should the employer provide when he’s meeting with the BIA representative?
When we meet to discuss the recruitment process, it is important for the employer to know very well the profile of the candidate he wants in his team.
It is also essential to define the minimum knowledge and experience of the future colleague. This way we will be able to recruit a specialist who can successfully cope with the role he will play.
We will also discuss about the team that the future employee will be part of, the schedule and work style, but also about co-workers and interactions with them. This information is useful for selecting the candidates who best fit the employer’s team.
What kind of services does the recruitment process include and what steps does it involve?
The recruitment process includes the following steps:
- Job analysis and design of the project strategy.
- Preparing the base of potential candidates and their selection for evaluation.
- Approaching potential candidates and setting the interview agenda.
- Interviewing and selecting candidates.
- Presentation of the shortlist of candidates and evaluation reports for each proposed candidate profile.
- Establishing and supporting the final interviews Employer – Candidate.
- Sending the job offer to the candidate. At the employer’s request, we can get involved or provide support in the negotiation of the employment offer with the candidate selected for employment.
- Providing feedback for rejected candidates.
What are the criteria for calculating the recruitment cost?
The costs for the recruitment commission are established on the basis of indicators such as:
- The seniority of the position to be recruited.
- The recruitment methods that will be used in the recruitment process and the resources that will be used are appropriate to the level/type of position to be recruited.
- Analysis of the recruitment market for the new role (how many candidates are available in the market, the ratio between the salary package proposed by the employer and the average salary package in the labor market, analysis which translates into how difficult the recruitment process will be).
How long does the recruitment process take?
Depending on the type of position and its degree of difficulty, a recruitment process can take from a few days to a month/a month and a half.
When does the employer receive information about candidates and what kind of information does he receive?
During the recruitment process, there is constant communication between the employer and the BIA consultant, so the project always remains adapted to the needs of the employer, but also to the realities of the labor market. In addition to this ongoing communication, the BIA provides objective information on the status of the recruitment process through periodic reports. For example, when we recommend candidates for the shortlist, we submit reports with the profile of each selected candidate. This communication remains one of the basic pillars of the collaboration until the completion of the recruitment process.
What happens if, for example, a candidate is hired by a company, but resigns after 2 weeks?
Our objective is to prevent situations in which the new employee gives up after a short period of time at the new job, but there may be situations in which this happens independently of BIA, such as situations in which the new employee receives incomplete or inconsistent information at the moment of the interview with the employer, with the aim of being attracted, situations related to the atmosphere at the new workplace, conflicts with older employees or hierarchical superiors, collective integration processes that the employer does not treat seriously. All these events can cause the new employee to decide to leave the new job within a short period of employment.
For each recruitment project, BIA offers a guarantee period depending on the type of position and its degree of seniority. This warranty can range from 2 weeks for a blue-collar position and up to 12 months for top management positions.
If the employee leaves the employer’s company during the warranty period, for reasons related to the recruitment process, BIA will conduct another recruitment process without charging a new commission. Also, the number of these replacements is limited, according to the agreement between the employer and the human resources consulting company.
How is BIA as a recruitment partner for an employer?
BIA aims to ensure that any new partnership is not limited to a single recruitment project, for this reason, we do our best to make every collaboration, and every recruitment process needs to be in line with the expectations of our partners so that they return constantly with other projects.
Do you want to recruit people for your team who fit both in terms of skills and organizational culture?
Sign a partnership with BIA and we will take care of all the stages of the recruitment process and the integration of the new colleague. Send your message here.
Sources:
https://social.hays.com/2020/11/04/how-to-write-best-possible-job-advert/
https://www.linkedin.com/pulse/whats-cost-bad-hiring-decision-brian-fink/
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