The Cost of Poor Recruitment

The Cost of Poor Recruitment

In a recent research project conducted by Worksome, the recruitment-tech firm found that approximately a third of employees are failing their six-month probation period, costing companies an average of £24k[1]. These costs are forcing organisations to reevaluate their recruitment methods, especially when considering that 32% of business owners attribute poor hires to pushy recruiters paired with an alarming 94% of employers having no faith in recruiters’ access to the best talent[2]. A key instigator of this problem is that employers are underestimating the financial impact of getting recruitment wrong, and not learning how to improve

[1] Worksome spoke to over 515 senior decision makers in a business with at least 10 employees across the country.

[2] Mathias Linnemann, Co-Founder and CCO at Worksome stated that the survey results have pointed towards a broken recruitment and hiring process. ‘With a third of candidates not making it past their six-month probationary period, we can see that something is broken in the recruitment and hiring process’.

“For many businesses, recruitment consultants offer a vital service and so shouldn’t be dismissed, or all tarred with the same brush. If Hiring Managers can feel more confident about candidates and recruits before they walk through the door, they can take back a level of control and feel more empowered to make the right decisions”.

Alongside the financial impact of poor recruitment, morale and productivity can have an equally negative effect on an organisation – as a bad apple spoils the bunch, so to speak. Disengagement is contagious and when a disengaged hire doesn’t ‘pull their weight’, your reliable employees bear the brunt and become disenfranchised. The consequences of a bad hire’s effect on company culture also echoes beyond the employee’s tenure – creating a ripple effect where poor performers lower the bar for other employees and bad habits spread.

How Omni’s RPO Delivers Talent and Cost Savings

Through applying 20+ years’ experience and specialist knowledge, we thoroughly understand an organisation’s resourcing needs and how they strictly align to their business objectives. It’s our business to ensure that all our clients gain a competitive advantage within their marketplace through the delivery of flexible, brand-led strategic outsourced recruitment solutions that are designed to attract the best-fit talent in the shortest possible time and in the most cost-effective way.

When existing recruitment processes are costly and inefficient and there is an over-reliance on recruitment agencies, Omni’s RPO solutions (whether end-to-end, hybrid or project) improve process efficiencies via our innovative recruitment technology which provides accurate reports and talent management strategies that futureproof clients’ access to both the active and passive talent market.

This is achieved whilst delivering significant reductions in cost, minimising agency fees by increasing the level of direct hires into the business and working collaboratively to leverage your employer brand. Additionally, indirect savings are attained through a reduction in administrative tasks performed by your Internal Resourcing Team and Hiring Managers improving the time-to-hire process.

[1] Worksome spoke to over 515 senior decision makers in a business with at least 10 employees across the country.

[1] Mathias Linnemann, Co-Founder and CCO at Worksome stated that the survey results have pointed towards a broken recruitment and hiring process. ‘With a third of candidates not making it past their six-month probationary period, we can see that something is broken in the recruitment and hiring process’.

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RPO FAQs

RPO, or Recruitment Process Outsourcing, is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider. 

In traditional hiring, organisations typically manage recruitment processes in-house, from sourcing candidates to onboarding. This often requires significant time, resources, and expertise from internal HR teams or hiring managers. However, traditional hiring methods can sometimes struggle to keep pace with changing talent demands, especially in industries facing skill shortages or rapid growth.

RPO offers a holistic and strategic approach to talent acquisition. RPO providers like Omni act as an extension of an organisations brand, assuming responsibility for recruitment activities such as candidate attraction, sourcing, screening, assessment, and even onboarding. By outsourcing these functions to specialised experts, organisations can benefit from industry knowledge, resources, and technology to give access to the best talent at pace.

One of the key differences between RPO and traditional hiring lies in the level of specialisation and scalability offered by recruitment RPO providers. RPO partners often have dedicated teams of recruiters who specialise in specific industries or skill sets, allowing them to access niche talent pools and identify high-quality candidates more efficiently. Additionally, RPO solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs, whether it’s scaling up recruitment efforts during peak periods or adjusting to changing market conditions.

Recruitment Process Outsourcing (RPO) can significantly enhance your Talent Acquisition strategy by providing specialised expertise, scalability, and strategic partnership. Here’s how:

Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. These experts possess in-depth knowledge of the labour market, industry trends, and sourcing techniques, allowing them to identify and attract high-quality candidates efficiently. By leveraging their specialised expertise, RPO partners, like Omni, can access niche talent pools and ensure high-quality people for your organisation.

Scalability: One of the key advantages of recruitment RPO is its scalability. RPO providers can quickly scale recruitment efforts up or down based on your organisation’s hiring needs. Whether you’re experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can adapt to accommodate your changing requirements. This flexibility ensures that you have the right resources in place to meet demand without overburdening your internal HR team or sacrificing recruitment quality.

Cost-Effectiveness: RPO recruitment can offer cost savings when compared to traditional hiring methods. While there may be an initial investment in outsourcing recruitment to an RPO partner, the long-term benefits often outweigh the costs. RPO can help reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for your organisation. 

Strategic Partnership: RPO goes beyond transactional recruiting by forging a strategic partnership between the RPO partner, like Omni, and your organisation. At Omni, we become an extension of your employer brand and we work closely to understand business objectives, culture, and talent requirements. This collaborative approach allows RPOs to tailor recruitment strategies that align with your organisation’s goals. By working as an extension of your HR team, RPO providers can provide valuable insights, leading practices, and innovative solutions to help achieve talent acquisition objectives.

Recruitment Process Outsourcing (RPO) is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider, like Omni. The partner is known as the RPO provider and assumes responsibility for various aspects of the recruitment process, including candidate attraction, candidate sourcing, screening, assessments, interview coordination and onboarding.

Recruitment RPO is about leveraging specialised expertise, technology, and resources to streamline the recruitment process and improve hiring outcomes. Rather than relying solely on internal HR teams or traditional recruitment agencies, organisations partner with RPO providers to access a broader range of talent to enhance efficiency and drive better results.

The specific services offered by RPO providers can vary depending on the needs and preferences of the organisation. That’s the beauty of RPO. Some organisations may opt for end-to-end RPO, where the RPO provider manages the entire recruitment process from start to finish. Others may choose to outsource specific elements of the recruitment process, such as candidate sourcing or interview scheduling, while retaining other aspects.

There are several key advantages:

Access to Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. This expertise allows them to identify and attract high-calibre talent more efficiently than internal HR teams or traditional recruitment agencies.

Scalability: RPO recruitment solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs. Whether your organisation is experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can flexibly adjust to accommodate your changing requirements.

Cost Savings: RPO can offer cost savings compared to traditional hiring methods. By outsourcing recruitment processes to an external provider, organisations can reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for the business.

Strategic Partnership: RPO recruitment goes beyond transactional recruiting by fostering a strategic partnership between the RPO provider and the organisation. At Omni, we work closely with our organisations to understand their organisation’s objectives, culture, and talent requirements, allowing us to tailor recruitment strategies that align with the organisation’s goals and values.

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