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According to the Recruitment and Employment Confederation (REC), the cost of a poor hire at mid-manager level with a salary of £42,000 can cost a business more than £132,000 – a culmination of wasted training, low productivity, decreasing morale and increasing employee turnover.

Omni’s Head of Assessment explains psychometric profiling and how organisations can effectively use it in their selection and recruitment processes.  

While it is universally acknowledged that data can help organisations make more informed talent decisions, not enough companies are taking advantage of it.

With attracting critical skills being one of the biggest challenges organisations face today, an effective talent acquisition strategy centred around long-term goals is crucial. Leveraging recruitment metrics that enable improvements, support fair and objective decision-making, delivers positive candidate experiences and optimises overall recruitment effectiveness is key. 

We often hear that resourcing functions are critical to organisations, in getting the right talent, into the right place, at the right time and at the right cost. We hear less often about the part that Strategic Workforce Planning (SWP) plays in making this happen, and how this sets organisations up for success in achieving the above. Arguably SWP is of equal importance to the Strategic Business Planning process. You can have the best business strategy in the world, but if the talent isn’t accessible or doesn’t exist at the right time to execute it, then things start to fall over.   

With Equality, Diversity and Inclusion already an urgent topic, we discuss how you can achieve all your EDI goals.

As more organisations become aware of the importance of equity, diversity and inclusion (EDI) in the workplace to attract and retain talent, it’s growing increasingly apparent that it can’t simply be an initiative that’s limited to your permanent workforce.