Time to re-think your recruitment process
As Head of Recruitment at Untapped Potential one of the most common complaints I hear from CEOs and MDs is how to find and retain good people. Using the same recruitment process just isn’t working for them and instead of propelling their organisation forward, they are being forced back into the traditional methods when it comes to recruiting senior members of the team.
Did you know that recent stats have shown that traditional interviewing will only ever (at best) offer you around a 40-50% chance of success? And that’s on the off chance that you’ve got your job spec right and you’ve managed to attract the right candidates via your advert.
So that means you’ve got a 50% chance of getting it wrong. That’s pretty bad odds when you’re bringing people into your business. We all know how catastrophic a bad hire can be so isn’t it about time there was a recruitment process out there that could increase your chances of success?
If you’d benefit from hearing about a unique recruitment process that is successful, will give you and your management team more time, give you greater growth and access to expertise then we’d be delighted see you at one of our recruitment taster sessions in February in the North West. We also have an expert speaker attending who will run a short session on employment law. For more information please email claire@untappedpotentialltd.co.uk.
Our current customer list includes a variety of industries including manufacturing, retailers, family businesses, legal firms, service industry, engineering firms and healthcare and they all have the same challenges as you – around people – but the advantage they have comes from changing the way they recruit people into their team.
To view a short video of how our process works from the client & candidate perspective please click here or call 0844 800 8365 or email claire@untappedpotentialltd.co.uk to significantly increase your chances of hiring the right recruit for your business not just the candidate with the best CV.
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