A third of new employees aren’t passing their six-month probation period which is costing companies thousands.
The research conducted by Worksome found that just eight per cent of employers feel that new hires demonstrate the right skillsets to complete their roles.
32% of business owners have attributed poor hires to pushy recruiters who rush them to make decisions, while 94% of employers don’t have faith in recruiters having access to the best talent.
Mathias Linnemann, Co-Founder of Worksome, said that the survey results have pointed towards a broken recruitment and hiring process. “With a third of candidates not making it past their six-month probationary period, we can see that something is broken in the recruitment and hiring process."
"While our research suggests pain-points relating to the use of recruitment consultants, there is no one single factor to blame."
“For many businesses, recruitment consultants offer a vital service and so shouldn’t be dismissed, or all tarred with the same brush. If hiring managers can feel more confident about candidates and recruits before they walk through the door, they can take back a level of control and feel more empowered to make the right decisions.”
Despite the average business spending £6,559 on average per year on recruitment, it seems that new employees simply aren’t making the cut. 30% of businesses spend between £5,000 and £10,000 on new hires each year, 14% of business owners say that recruiters are too expensive, while 13% say that recruiters don’t understand what their business needs. This is impacting the calibre of talent recruited into the business.
Linnemann added: “Using technology alongside the traditional recruitment methods is the best way for hiring managers to access the talent they need in a smarter and more sustainable way. The right recruitment-tech can help businesses validate and hire talent more quickly and more affordable than traditional recruiters.
“These systems, which use AI to automate CVs and applications for the best fit, can also remove any subconscious bias that plays into decision making. As well as empowering hiring managers, such solutions can also improve the way recruitment consultants operate by making it impossible to fill a role for the sake of filling it — with the wrong candidate for the job,” he concluded.