Why You Shouldn’t Hire to Simply Have Someone on Staff

Hiring Reasons

In any company, its most valuable assets are of primary concern. After all, there has been significant investment in acquiring or growing them. Many of them fail to recognize that the assets worth the most are their employees. Being mindful of how you bring on new staff and nurturing, supporting, and developing them over time is an investment in your company’s future.  

Most managers and HR specialists will attest that they spend significant time and effort recruiting and hiring new employees. There is a good reason for that: there are many risks involved in hiring too quickly or from too small a pool of applicants. Replacing a bad hire is expensive, both financially and how it impacts your team’s productivity and morale.  

This post will discuss the steps you can take to ensure that you hire the right people for your open positions. Building a successful and desirable workplace culture takes time, yet you can quickly undo those efforts if you don’t vet your applicants appropriately. There is more to finding the right fit than education or experience. Getting the right blend of interpersonal skills and aptitude will bring long-term benefits.  

Employees Are the Heart of Your Company 

Your workforce is the lifeblood of your company. You could have the best price or highest-quality product, yet, if the customers have trouble ordering, receiving, or getting help with their purchase, you’ll quickly see that it doesn’t matter. Employees are the core of your business, and you need them to be committed and engaged to help it grow. That means investing in your employees and making sure you have the right people to improve your chances of long-term success.  

Engagement is a significant factor in your ability to attract and retain the best talent. It is also the best way to have your employees organically advocate for your company. Highly engaged workers refer their friends for open positions in the workplace seven times more often and recommend its products or services four times more often than disengaged employees. Now more than ever, employees are researching workplace culture before applying for a position, so you want to make sure you have a competitive advantage.  

Avoid the Costs of Turnover 

Turnover is costly. All the effort expended on hiring and training people is wasted when they leave before becoming productive. Voluntary attrition happens when your talent is recruited by another company with a more attractive offer, when they find another position that offers the salary, benefits, or culture they desire, or when they no longer care to work for your business. 25% of workers voluntarily left their jobs in 2021 alone as part of the groundswell of dissatisfaction called The Big Quit.  

Involuntary turnover can be a product of poor performance or unacceptable conduct. In most instances, this type of turnover is avoidable. When managers rush to fill positions, they can fail to check references appropriately, find out if their personality fits the workplace culture, or insufficiently onboard and train the employee for their job. The price of shortcutting the process can be staggering, costing businesses $1 trillion each year.   

Find Candidates with Recruitment Campaigns 

How do the most sought-after companies find highly motivated and qualified candidates? They understand that they can vastly improve the number and quality of applicants with a recruitment campaign. Think of it like other marketing campaigns where you have something to sell and want to inform and entice your target customers: with a recruitment campaign, you have a host of benefits to offer, such as a desirable culture, work flexibility, and learning and development opportunities, and you want to attract your ideal candidates. It allows you to attract top performers that already work in a position with one of the many companies that don’t value their employees or reward them for their contributions before another competitor does.  

Radio is an excellent platform for your job recruitment campaign. It has a broad reach and has a vast daily listening audience. Furthermore, local influencers can amplify your message through engaged listeners and their social media following. Even better, radio is one of the most cost-effective marketing methods you can use.  

So, how much should you pay for your recruitment ads? The answer varies from company to company, depending upon your recruitment budget. You’ll need to consider various expenses, such as branding, networking events, travel, background checks, external agency fees, and technology costs, in addition to salaries and benefits. You can expect to pay between $300 and $500 for radio ad production costs, with a weekly outlay of between $200 and $5,000, depending on your budget and ad frequency.  

Don’t Settle When You Can Be Strategic 

Settling for a warm body to fill your open positions may seem like the thing to do at the time. However, it can cost you much more in the long run than taking more time to find the best fit. You’ll not only incur the high financial burden of replacing them when they don’t work out, but you’ll also have to repair the damage to your remaining team in terms of trust, confidence, engagement, productivity, and ultimately, your workplace culture. A media partner can help you find the best candidates with a recruitment campaign. They can find the ideal radio influencer to give your message more power and reach.  

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