Balancing growth and efficiency – The true cost of hiring

For business leaders managing companies or P&Ls, there is a constant balancing act between maximising profit and improving efficiency. One of the biggest challenges is determining where to invest in order to achieve these efficiencies.

When speaking with our clients, one consensus stands out – people are the most valuable asset of any business. As a result, significant time and resources are dedicated to hiring and retaining top talent. Discussions around attracting and retaining exceptional employees happen daily, however, the real question remains: Is the focus on hiring faster and cheaper the right approach?

Saving costs or creating risks?
You want to grow your team and decide to manage the hiring process in-house to save on recruitment fees. In theory, this seems logical – if you have the right expertise and systems in place. However, in practice, this approach often leads to costly mistakes. Your recruitment process is the first interaction a candidate has with your company, and if not executed well, it can leave a negative impression and result in a poor hire. For larger organisations with dedicated in-house talent teams, this may not be a major concern. But for most businesses, recruitment is just one of many responsibilities, making it difficult to dedicate the necessary time and expertise to the process.

The key challenges of DIY hiring:

Job advertisements & candidate attraction:
A well-crafted job description is crucial in attracting the right candidates. Many job adverts we see are poorly structured, unintentionally biased, or missing key details. Even the language used can impact who applies, limiting the diversity and quality of candidates. A weak job advert can result in a flood of irrelevant applications, consuming valuable time that could be better spent elsewhere.

Our team consists of fully trained Inclusive+ recruiters (certified by APSCo). We can confidently write/edit and publish your job description using inclusive, fair, and appropriate language attracting a diverse range of talent for you to consider.

Interviewing & candidate experience:
Do you have a structured interview strategy? Are you asking the right questions to accurately assess skills and cultural fit? A well-planned interview process ensures that candidates leave with a positive impression of your company – even if they don’t get the job. Poorly conducted interviews can deter top talent and harm your employer brand.

We can support your interview strategy in various way, from recommending unbiased, skills-based questions whilst also showcasing and promoting your organisation in a positive light.

Providing feedback:
Providing timely and constructive feedback to unsuccessful candidates is often overlooked, yet it plays a critical role in maintaining a strong employer reputation. Candidates who feel respected and valued – even in rejection – are more likely to speak positively about your company and reapply in the future.

Our team are well equipped to handle candidate feedback after your interviews, whether positive or constructive, allowing you to focus your time and energy on other priorities.

The risk of a failed hire:
After months of searching, interviewing, and onboarding, what if your new hire turns out to be the wrong fit? The cost of a failed hire is significant – not just financially, but also in terms of lost time, productivity, and team morale. When working with a recruiter, the process becomes smoother. It typically takes 6–8 weeks from briefing to offer acceptance. Then, you often wait up to three months for the candidate to start and an additional 3–6 months for them to fully integrate. That’s nearly a year invested in one hire – you need to get it right the first time.

Hasson Associates can significantly reduce the risk of a failed hire by thoroughly vetting candidates, assessing not only their skills but also their cultural fit and long-term potential within your company. With access to a wider talent pool, industry expertise, and refined selection processes, we can help ensure you’re choosing from the best possible candidates. Additionally, a good recruiter will offer replacement guarantees*, providing further security if a hire doesn’t work out. (*T&C apply)

Is cutting recruitment costs worth the risk?
Reducing recruitment expenses might seem like a smart cost-saving measure, but the risks associated with a poor hire can far outweigh the initial savings. Can your business afford to take that chance? The recruitment industry exists to support businesses in securing top talent efficiently and effectively. At Hasson Associates, we bring expertise, industry best practices, and streamlined processes to your hiring strategy – saving you time, effort, and ultimately, money. A recruitment fee is not just a cost – it’s an investment in making the right hire from the start. That’s why, when we hire, we engage with experts – so we can stay focused on serving you.

Let’s get it right together:
By partnering with a recruiter like us – one who is morally focused on quality over quantity – you can confidently invest in our expertise to deliver the best hiring solutions. This allows you to focus on what truly matters – running your business and driving its success! Get in touch and let us help you find the right recruitment solution for your business. info@hassonassociates.com