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How Recruiters Can & Should Add Value To Hiring Goals

Updated: Jun 1




This E-book will be particularly beneficial for the following:

 

  • Business owners that want to expand

  • Country Managers and Senior Managers in large corporations with hiring responsibilities

  • Human Resource, Talent Acquisition and internal recruitment professionals

  • A hiring manager who is new to building teams and working with external recruitment partners.

  • Candidates interested to explore career opportunities and seeking support


There are many pitfalls when it comes to hiring and this report will highlight the ways a strong recruitment partner can “steer you around the icebergs” and avoid a crash, to name a few:

 

Even though a candidate performed well in your interviews…

 

  • They accept a “last-minute” counter offer and opt out of your interview process of 3-6 month putting you back to square one.

  • The candidate leaves inside one year of onboarding before adding any value to your company or the role 

  • The candidate fails to pass their probation due to lacking the fundamental skillsets.

  • The candidate just doesn’t fit in with the rest of the team, their communication style and culture fit are not in sync

  • The candidate’s CV contained fake information that you only found out about after hiring them due to reference checks either not being taken correctly if at all

  • The new hire is unclear on their performance expectations, minimum requirements and general must haves which is a cause for concern even though they were covered during the interviews 

 

The above crashes = wasted time, money and stress that we could all do without !


Complimentary copy below, reach out to Robert to discuss further


RJM E-book_How Recruiters Can & Should Add Value Hiring Goals
.pdf
Download PDF • 10.48MB

FAQs for E-Book on Effective Hiring and Recruitment


Who will benefit from this E-book?

This E-book is designed to be particularly beneficial for:

  • Business owners looking to expand

  • Country Managers and Senior Managers in large corporations with hiring responsibilities

  • Human Resource, Talent Acquisition, and internal recruitment professionals

  • Hiring managers who are new to building teams and working with external recruitment partners

  • Candidates interested in exploring career opportunities and seeking support


What are the common pitfalls in the hiring process that this E-book addresses?

The E-book highlights several common pitfalls in the hiring process, including:

  • Candidates accepting "last-minute" counter offers, derailing your interview process.

  • Candidates leaving within a year of onboarding without adding value.

  • Candidates failing to pass their probation due to lacking fundamental skillsets.

  • Poor cultural or communication fit with the existing team.

  • Discovering fake information on a candidate’s CV after hiring due to inadequate reference checks.

  • New hires being unclear on performance expectations despite discussions during interviews.

How can a strong recruitment partner help avoid these pitfalls?

A strong recruitment partner can "steer you around the icebergs" by:

  • Providing thorough reference checks and background screenings.

  • Ensuring cultural and communication fit through comprehensive interviews and assessments.

  • Clarifying performance expectations and requirements clearly before and after hiring.

  • Offering support to ensure candidates are engaged and committed, reducing the risk of counter offers.


What are the consequences of these hiring pitfalls?

The consequences of these hiring pitfalls include:

  • Wasted time and resources.

  • Increased costs due to rehiring and onboarding new candidates.

  • Added stress for hiring managers and teams.

  • Potential negative impact on team morale and productivity.


Free for a call to discuss? Reach out to Robert Founder & MD RJM

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