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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’.

 

Need help with your current recruitment process?

Find out today how Omni can help support you and your organisation.