Why Recruiters Should Focus On Hiring Talent (And What Happens When They Dont)

Why Recruiters Should Focus On Hiring Talent (And What Happens When They Dont) Recruiting top talent is crucial to ensure long-term growth and performance for any ambitious business. Equally important is to allow your talent to use their strengths after they’re hired. Utilising employees in the wrong way can lead to stress, frustration, depression and general dissatisfaction. It can also lead to increasing staff turnover and reduced productivity for the organisation. This infographic by Onlinenmba highlights what can happen when recruiters get it wrong, but also how the organisation and employees benefit from being recruited into roles where they can use their strengths. When You Get It Wrong: More than 2 out of 3 hiring managers reported that a new hire negatively affected their business this year. Some businesses  estimated the cost of failed hires to amount to over  $50,000. Add to that the cost of recruiting in the first place, and training on top of that. This article on  cost of hiring new employees suggests that some businesses spend up to $3,500 per employee in direct and indirect costs on recruiting. When You Get It Right: Employees who use their strengths at work experience less worry, stress and feelings of sadness. Employees who use their strengths feel more energetic, happy, well-rested and respected. Only 36% of employees reported feeling stressed when using their strengths at work for more than 10 hours per day. In comparison, 52% of employees reported high levels of stress when applying their strengths for less than three hours per day.  Employees reported being more engaged at work when the supervisor focused on their strengths. More than 60% of employees surveyed reported being engaged at work when supervisors focused on their strengths, versus 2% when feeling ignored. Heres what you  can do at the interview to secure the best talent: Use talent assessment tools as a part of the interview process. Inquire about the applicants preferences in regards to work projects, work environment, etc. Recruiters can use behavioural interviewing techniques to understand how the candidates  have previously approached challenges relevant to those he or she will face in the position he or she is being considered for. These techniques require the candidate to draw upon his or her past work experiences, and reveals a great deal about how the candidate thinks and acts in specific situations. See the infographic below for more information. RELATED:  What Could a Bad Hire Cost Your Company?