High costs of wrong hiring

Despite the strong negative economic and social impact caused by the emergence and spread of the coronavirus in 2020, the labor market is almost as dynamic as in previous years.

This trend can certainly be observed in Croatia as well - with a slight increase in employment of around 1.3 percentage points in May 2021 (compared to the same month last year), our labor market continues to lead the way in the use of the epithet "challenging".

While certain sectors have experienced significant negative transformations, there are those whose needs for quality workforce have become even more pronounced.

When opening a new position in their company, experienced employers are well aware that advertising a position on employment portals will not be enough to fulfill the goal of hiring quality, educated and ambitious staff.

A minor benefit that they can get in this way is an increase in visibility on the market and a possible contribution to their employer branding.

However, they know very well that the best potential employers are the individuals we call "passive candidates", i.e. those who are not actively looking for a job. In addition, the risk and cost of hiring the wrong person is very high.

In addition to a certain number of monthly salaries invested in a wrongly employed worker, the cost also represents the time invested in his training, a negative impact on the working atmosphere and team members, weaker business results and a missed opportunity.

Can today's employers rise to these problems?

How do today's most successful companies do it? Most often, in the mentioned situations, they reach for solid and experienced business partners who have experience working in the field of human resources.

Moreover, they give preference to those who will completely adapt their service of finding suitable candidates to their wishes and needs.

This is exactly how clients should be approached. In addition to fulfilling the ultimate goal, which is the employment of the desired candidate profile, the consultants provide constant support during the procedure itself. Each client should be approached with a dose of exclusivity and absolute dedication.

On the basis of market research carried out for each individual position within a specific sector, long-term expertise and fresh information, clients are advised what to do in very challenging situations of lack of competent employees.

In addition, through frequent communication with clients, consultants find out very specific needs related to the profiles of the required candidates (not only professional ones, but also human ones), and jointly come up with solutions that are the most adequate at that moment and can bring the greatest added value to the partner's business.

Through such cooperation, the risk of wrong hiring is reduced to a minimum - the consultant offers additional working hours dedicated to finding a suitable replacement candidate, if necessary.

Each project is given equal importance, regardless of whether it is a desirable employer or someone who needs to gain the desired reputation on the labor market.

In the case of particularly challenging positions, consultants consult with each other, discuss, share experiences and find solutions, all with the aim of gaining trust and establishing long-term cooperation with employers who recognize human resources as their greatest asset.

By establishing a very close relationship with candidates and clients, an employment consultant as a business partner is actually an excellent impartial link between employees and employers, a credible and transparent communicator of everything that is important to both parties.

With this approach to cooperation, the key challenges of the modern labor market become completely manageable.