The True Cost of Poor Hiring
Let’s talk about hiring mistakes. According to research from REC, UK businesses get it wrong two out of five times when filling roles. Yes, 40% of hiring effort and money goes down the drain. Ouch.
But it’s not just the wasted cash—it’s the ripple effects. Poor hiring can hurt productivity, disrupt team culture and leave your business in a constant churn. Not exactly ideal, right?
If your goal is to hire smarter (and let’s be real, whose isn’t?), you need to start thinking about recruitment as a science—backed by thoughtful, data-led strategies that give you the best bang for your buck.
So what’s at Stake?
Let’s get into some numbers. REC reports that a bad hire at a mid-manager level with a salary of £42,000 could actually cost your business £132,000. Yes, you read that right. That’s over triple their salary walking straight out the door.
It’s not just about spending on recruitment advertising, although that does need to be planned with care and a strong ROI focus (wink, wink). The real costs come later through onboarding, training and lost productivity.
According to REC:
UK employers are underestimating the impact of getting recruitment wrong, and are not learning how to improve. This needs to change. Regular reviews and benchmarking of recruitment practices with peers will become increasingly important;
Boosting recognition and respect for recruitment as a discipline will boost recognition and respect for recruitment as an industry and a profession. It is in all our interests to spread the good recruitment message.
It’s not just the financial cost that can affect businesses. A higher churn of staff, bad hires and ‘revolving doors’ can lead to wider mistrust amongst employees who may ask the question: Why aren’t these people sticking around?
That’s not a question you want floating around the office.
On the flip side, getting hiring right can help to reinforce company culture and strengthen teams, leading to better morale, better productivity and a better bottom-line.
When you hire the right people, everything just clicks.
Where Does it Start?
Hiring the right talent isn’t just about finding someone with the right skills. It’s about finding someone who fits—someone who gets your company culture, aligns with your values and sticks around for the long haul.
It all starts with recruitment advertising. Your ads need to do more than just list job responsibilities—they need to tell a story about your business, showcase your culture, and set clear expectations. This means being upfront about salary, role responsibilities, and what makes your company a great place to work.
Even the best-crafted job ad won’t work if it’s on the wrong platform though. You wouldn’t advertise for a long-term hire on a site known for short-term gigs. Doing your homework, or getting expert help (another wink) will help you target the right talent pool and reach candidates who’ll actually stick around.
Pro-Tip
It’s tempting to dive straight into a recruitment campaign, but a little preparation goes a long way. Take a strategic, well-researched approach to your advertising and you’ll save yourself time, money and a lot of headaches.
Know your audience. Understand their habits. Keep up with hiring trends.
If that feels like too much to juggle, find someone who can do it for you… (if we wink at you any more, you’ll think we’re flirting).
Oh, you noticed us winking?
Hiring isn’t just about filling a role—it’s about building a team, shaping your company’s future, and getting it right the first time.
If this blog has resonated with you, let’s ditch those costly mistakes and start making smarter, data-led decisions together.
Get in touch with our friendly team for a coffee and a chat today.
