The hidden costs of recruiting engineers
You’ll be all too familiar with the figures bouncing around about the cost of attracting and hiring talented engineers in the UK - leading you to opt for internal recruitment to save some of your budget. However, have you considered the hidden costs of recruiting engineers internally? Do you really know how much a new hire
The true costs of engineering recruitment
Whether a long-serving engineer has just handed in their notice or your company is growing fast enough to justify additional headcount, you know it
Recruitment takes time away from the business - whether that’s the time of HR in arranging interviews and onboarding successful engineers, the time of the hiring manager in sifting through CVs and attending the interview, or the time of the team leader in discussing the interview outcomes and training your new engineer. It’s all time that takes business-critical employees away from performing their roles and generating profit for the company.
It’s not just the performance of those involved in the recruitment process that’s impacted. The role you’re recruiting for is being carried out half-heartedly by someone
And, unfortunately, the curse of impacted performance also extends to your existing employees. Employee engagement takes a hit when someone hands in their notice - it’s change, it’s disruptive, and it’s bound to
Your company’s reputation as an employer can also be damaged when someone leaves and you need to replace them. To begin with, someone’s left your company, and if they’re heading to a competitor, the industry will start asking why. But it goes further than that. When you’re recruiting new engineers, candidates are judging you. If you’re slow to respond to applications, inflexible about interview times and don’t send feedback, people will talk about their negative experience and word will get around - damaging your chances of attracting the best engineering talent in the future.
And the costs don’t stop as soon as someone has signed the dotted line. Bad recruitment decisions, caused by a limited number of poorly qualified candidates, are unlikely to last beyond the probationary period. This mistake is perhaps the most costly - wasting money on the recruitment and onboarding process, having to put projects on hold, further damaging employee morale and having to repeat a costly process you thought you’d completed.
Saving money when recruiting engineers
The good news is that it doesn’t have to be this way. Many companies avoid engineering recruitment specialists because of the fees. But, when you consider all of the above, recruitment agencies can genuinely save you money by:
Reducing the time involved
All the grunt work (such as advertising and sifting) is done for you, and because we’re highly experienced at recruitment, it’s done much quicker.
Reducing the time to hire
Because the initial stages are completed quicker, you can begin your interviews sooner - reducing the time it takes to hire, and the time your position lays vacant.
Increasing employee engagement
The less time your position lays vacant, the less impact it has on your existing employees. A quick hire also demonstrates that people want to work for your company, creating a sense of pride for those already working for you.
Improving your brand
Specialist recruitment agencies are also hugely trusted and experienced at creating a positive recruitment experience. Your employer brand benefits, as a result, attracting talented engineers who can further increase the performance of your business.
Reducing bad hires
Finally, specialist engineering agencies are experts at matching talented engineers to the right vacancies - reducing the number of bad hires substantially.
Get in touch
If you’d like to discuss how we can reduce the costs of your next engineer hire, speak to one of our specialist engineering recruitment consultants today.