Recruiting for the Role or the Business

It takes significant man hours to manage the wrong recruit! 

So, who do you recruit? How do you pick the right one? What do you recruit for? 

They’re all million-dollar questions! 

Over my 20+ years' experience in the Talent space, the last eight being specific to People, Culture & Capability, I have had frequent conversations with clients regarding the deciding factors behind the recruitment of new people. Here are some of my key insights: 

Beyond Skill: The Importance of Fit 

Specialist skill capability absolutely needs considering but think about what you can ‘effect’.  It takes significant man hours to manage the wrong recruit. If the development capability, attitude and enthusiasm are missing – it will be hard work, not only on you as a Manager, but it can cause strain on the team when you are not available for them.  Energy is then wasted in all the wrong areas.  

Inhouse Capability: The Essentials Best Taught 

Take time to consider what you, as an organisation, are best to teach someone?  Without question, this will always be the intricacies of the role, the business and the industry. A smart recruit is one that focuses on the transferrable capability sets and the individual’s characteristics which best match and complement the existing team.  If a candidate doesn’t know your industry – then who is best to teach that? Yes, you! Have you considered the sector knowledge you are seeking versus the cost of habits you don’t want? 

Retention: Looking Beyond Perfection 

Retention is another aspect often forgotten. Why recruit a candidate who ticks every box? Why do they need to be perfect in relation to their current knowledge set?  Do you consider where the candidate’s development needs lie?  A person who can do the exact job now, is a flight risk later, so ask yourself “what is in it for this candidate” and “how long will we retain them”?  An ‘easy fix’ now will NOT develop a challenged and inspired team.  Is your recruitment focused on filling a gap or building potential for later? Do you want to do it all again in six to 12 months?  

The Opportunity Costs: 

The time and effort spent managing the wrong recruit detract from focusing on strategic initiatives and high-value tasks. Hiring managers could otherwise channel these resources into talent development, fostering a positive work culture, and recruiting the right candidates, ultimately maximizing the organisation's potential for success.

There are many questions to ask yourself!  

Recruiting a team member should never be just a “bum on a seat” and in relation to spending budget it shouldn’t be

“use it or lose it”!  All too often this is what we see happen.  

The cost of a wrong recruit can be high, with significant impact to the business.  Let us challenge your thinking!  

For a confidential chat get in touch with Sandy Gibbs 


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