Recruitment
WHY FAST HIRES LEAD TO QUICK EXITS
Robert Kenward explores some of the joys of DIY recruitment
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IY recruitment can seem like an easy solution , especially for senior professionals who believe they can handle hiring through personal networks or a quick LinkedIn post . This approach has a success rate of 50-50 at best ; the problem is , for the 50 % it works for , they think it ’ s easy .
This quick fix can lead to deeper , often unseen issues : poor staff retention and higher attrition rates . Why does this happen , and why do shortcuts in recruitment often result in costly mistakes down the road ?
One reason DIY recruitment is attractive is its perceived simplicity . Many decision-makers trust their gut or personal recommendations : “ David , our trusted AD , said Johnny is a great creative director , so let ’ s hire him ” – and skip the due diligence process . But this approach bypasses thorough vetting and structured evaluations needed for long-term fit . The result ? Companies hire people who may be competent but aren ’ t the right fit for the business or its future goals .
It ’ s easier to say ‘ Yes ’ to a recommendation than to go through the sometimes uncomfortable process of saying ‘ No ’ to a friend ’ s referral . This leads to hiring based on convenience rather than strategy . You ’ re filling a seat , not building for the future . That ’ s why retention rates drop – people hired through these informal processes often don ’ t align with the company ’ s vision , culture , or growth . It was an open job and an open door .
Panicked process DIY recruitment can also lead to a panicked process . A role becomes
Above : Robert Kenward
vacant with no warning , and the scramble begins to fill it quickly with a few LinkedIn ads ( other platforms exist , but this is the go-to ). Six to eight weeks pass with no success , and that ’ s when panic sets in . The company turns to recruiters and , in sheer desperation , speeds through the process , settling for a candidate who may not be ideal . The vicious cycle begins : hiring under pressure leads to poor retention because the person was chosen for immediate needs , not long-term value .
Professional recruitment isn ’ t just about filling a role – it ’ s about finding the right person who will grow with the company . This can be done properly . Companies like DRPG , Hyve Group , Inntel , and Inzio are brands I regularly highlight in my talks for having solid talent retention strategies in place . They focus on ongoing recruitment initiatives , open days , and a strong employer brand that attracts candidates aligned with their values and long-term goals . While they don ’ t rely solely on external recruiters , when they do , it ’ s part of a well-thought-out plan – not a last-minute scramble . Even they use specialists now and again ( as I can attest to ), but only when they need expertise they don ’ t have in-house .
So why am I , a recruiter , telling you this ? Because poor recruiters should be put out of business , but it ’ s poor employers that keep this wheel turning . There ’ s enough demand for good recruiters who specialise in placing the right candidates for long-term success . DIY recruitment , while easy in the short term , often results in higher costs and lower retention in the long run .
By avoiding shortcuts and investing in a talent retention strategy , companies can ensure they ’ re hiring not just for today but for the future . n
n Robert Kenward , Fitability ® Recruiter , founder at Jigsaw Talent Solutions
ISSUE 133 / CONFERENCE & MEETINGS WORLD / 61