Is slow recruitment impacting on your service and your service users?

Guest blogger Andrew Brindley discusses ways slow recruitment can cost your Health and Social Care organisation.Andrew Brindley

Andrew has been a director within the recruitment sector for over 10 years.  Since 2004, he has helped to establish AJ Recruitment and AJ Community Care, both award -winning business.  He also established and is Managing Director at niche recruitment consultancy turro, which specialises in management and senior positions in the social care sector.

When one of your senior managers pulls the rug from under your feet and hands in their notice it may seem like the ideal time to start saving money. That’s one less salary to pay and surely their work load can be shared out in your team in the short term … problem solved … isn’t it?

Although this may seem like the ideal business minded decision, you may want to take a minute to flip your theory on its head and consider how much this vacancy will actually cost your organisation.

Here are 9 factors to take into consideration:

  1. Recruitment Costs –This is the first obvious cost that will spring to mind. Choosing a recruiter and/or the cost of advertising your vacancy can quickly add up. Doing your homework here is crucial! The cheapest option may not be the fastest way to hire so the following factors could add more cost longer term. Also using a recruiter with little or no health and social care knowledge can lead to you being presented with a poor calibre of candidates.slowrecruitment
  2. Lost productivity – the responsibilities of a senior team member are crucial cogs in the wheel, when these tasks are left incomplete (even over a short period) it can have detrimental effects to the day to day running of a service.
  3. Workload shift-as these tasks are so crucial, it can fall into the lap of an employee who is inadequately trained or qualified to take on these responsibilities. With all the good will and effort in the world, it can still lead to mistakes and a decrease in the quality of work completed.
  4. Quality of service – with a team taking on extra responsibilities, certain plates will stop spinning. These tasks may be mistakenly seen as menial and not as critical ultimately leading to a drop in the quality you have worked so hard to build.
  5. Low morale –working extra time, taking on heavier workload and tensions running high can lead to low morale in your team. It can quickly lead to a negative atmosphere and a decrease in the output of your employees.
  6. Leavers –low morale in your team will eventually lead to someone starting to look for their next career move, the domino effect can soon take hold. What started as 1 vacancy can soon become multiple vacancies.
  7. Loss of revenue and potential new customers – the capacity to take on new customers will inevitably be decreased.
  8. Overtime payments –staff working overtime to complete their extra workload can soon add up.
  9. Time to induct and train your new hire-when you do eventually find the right person to take on the senior role in your team, it will take time and money to get them up to scratch and fulfilling their role to your expectations.

Taking all these factors into consideration, it is sensible to plan ahead and be prepared. You may have a strong, competent team today but on reflection would they hold up should a crucial team member leave?

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