UNLIKE goods, services or marketing strategy, staffing and recruitment is rarely measured in terms of return on investment, and with average recruitment costs last year being quoted at between £4,000 and £6,125, it pays to look for ways to make recruitment pay dividends long term, say HR experts at Spirit HR.
While filling a vacancy will involve advertising, CV sifting, interviewing and reference checking, a more efficient and cost-effective option can be training and developing those staff the company has already paid a price to recruit and who have shown they can deliver the service an em
UNLIKE goods, services or marketing strategy, staffing and recruitment is rarely measured in terms of return on investment, and with average recruitment costs last year being quoted at between £4,000 and £6,125, it pays to look for ways to make recruitment pay dividends long term, say HR experts at Spirit HR.
While filling a vacancy will involve advertising, CV sifting, interviewing and reference checking, a more efficient and cost-effective option can be training and developing those staff the company has already paid a price to recruit and who have shown they can deliver the service an employer needs.
Donna Fairbrass of Spirit HR said: “When you have a member of your team that you know, you trust and you believe in, ongoing investment in their training, qualifications and development can make it so much easier to fill a gap in a business’s operation without impact to the customer.
“Where someone has shown that they work hard, understand the business, fit in with their colleagues and want to move their career forward, promoting them or moving them to another role can be a far more cost-effective move than bringing someone in who is new to the business and needs to start from scratch.”
Spirit HR can assist in putting procedures in place to ensure staff are receiving the appropriate training and development to further their careers within a company, helping them remain settled and loyal to the business for longer.
In addition, the HR specialists can help clients look at commercially-focused contracts of employment as well as working practices that go towards flexible working where it suits both employer and employee.
Donna Fairbrass added: “Our modern technological world allows for flexible working, such as working from home, but that isn’t something that will suit every person, every type of role, or every business. Where you have a new employee, I wouldn’t recommend offering flexible working until that person has been in the business for some time and you know they have the right mindset to motivate themselves and work efficiently without supervision.
“When someone has been with you some time and you know their character, and it benefits the business, it’s much easier to offer alternative arrangements, allowing them all the benefits of flexibility with only a positive effect on your business.”
To find out how Spirit HR can help your business, contact Donna Fairbrass on 0845 463 3231 or 07757 790580 or visit www.spirit-hr.co.uk
