5 Hidden Costs Incurring to you Because of Mis-Hires

top Executive Search Agency germany

“If you think it’s expensive to hire a Professional,

Just wait until you hire an Amateur.”

A mis-hire not only pose a financial burden on the company that can last for months, but there are other subtle costs associated with mis-hiring that many HR professional ignore. These unseen costs can impact your business for years, long after the financial impact is absorbed.

These 5 hidden costs can only be ignored by hiring right kind of candidates either inhouse or by hiring a Top Executive Search Agency.

Hidden Cost 1 : Morale of the employees suffer

One rotten apple can spoil the others in the bunch as well. Even though this could not be entirely true in an organisation but a mis-hire can have a significant negative impact on the morale of good employees who eventually may leave the company thereby lowering the morale even further. The overall productivity can be hit & extra cost may be infused in terms of training & discipline.

Hidden Cost 2 : A Poor Customer Experience

The mis-hire can come in contact with clients, customers, vendors etc while doing his job. These people can have a bad experience with an under-performer & may chuck their relations with the company altogether. Thus a mis-hire can damage the company in an irreparable way by hitting the sources of revenues of the company.

Hidden Cost 3 : Work Productivity suffers

The mis-hire would impact the work productivity of an entire team in terms of quality, creativity & finesse. Working in team is very crucial as one’s work affect the efficiency of the entire team and hence can lead to bad quality products further damaging the business.

Hidden Cost 4 : Micromanagement Culture

The effort a manager has to put in getting work done from a misfit is much more than normal. It forces them to micromanage & sometimes even do the work themselves as they are answerable to the clients & the higher authorities. The point here is, it is not just a single mis-hire, there can be multiple of them & in that case, the sole work of a manager is lost & he is left with no choice but to work at micro level.

Hidden Cost 5 : Rushing to the next Recruitment Drive

So now, you are rid of the mis-hire, but you need resources to complete your work. For that, you will rush to a fresh recruiting process & without giving enough time to it, end up hiring another mis-hire thus getting stuck into a vicious circle.

Recruitment is not an easy task. Special time & effort needs to be invested in hiring the perfect individual which is correct for your company.

5 Hidden Costs Incurring to you Because of Mis-Hires

Advertising Recruitment – The Importance Of Using Print Media

advertisement recruitment

When it comes to posting an advertisement for job recruitment, most modern business organizations tend to think only in terms of digital media. While it is true that digital platform have come to play a vital role in helping companies choose the right kind of candidates for various vacancies, the significance of using the traditional print media can also not be undermined. In fact, it is quite common for the leading executive search agencies in Germany to exploit the benefits of both the digital and print media for effective advertisement recruitment. This is because, these agencies are well aware of the various benefits that print media offers over the more popular digital platforms.

Need To Use Print Media

Contrary to what most people believe, the digital technology is still out of the reach of a fairly large amount of people. This is not only due to the lack of the proper technological infrastructure, but also due to the unwillingness of a large number of people to become a part or even adapt the basics of the technology. This is one of the single most important reasons that make the use of print media for advertising job vacancies a necessary option for companies seeking suitable candidates to fulfill various job responsibilities. In fact, advertising in print media is still highly effective in sectors where people are least likely to use the digital technology in an extensive manner.

Another major reason that makes using the print media an inevitable option for executive search agencies is to satisfy ego of senior level job seekers. Most people working at top management levels like to be found by recruitment agencies and hiring companies rather than having to register themselves with the online job portals. Replying to the job ads posted in print media gives such top level executives the satisfaction of having been approached rather than placing themselves at the beck and call of recruitment agencies. This can prove to be a major confidence booster and influence the future performance of the candidates within the hiring company.

Benefits Offered By Using Print Media

Despite the common perception about advertising through print media as being an outdated option, recruitment agencies have been using this platform quite regularly. This in itself is a proof of the fact that print media still plays a vital role in helping the agencies find the most suitable candidates. Some of the benefits of using the print media are listed below.

  • The print media is more effective in terms of attracting the attention of people at regional level, which is not a strategy adapted by most online job portals.
  • It is extremely effective in terms of reaching out to candidates who might not be actively seeking a job but can consider taking up a good position that ensures overall growth and benefit for them.
  • It tends to leave far deeper and longer lasting impact as compared to digital advertising, which in turn increases the chances of response from quality candidates.

 It provides support to the online campaigns by directing the interested candidates towards the relevant online portals and helping them to attain the information they seek in greater detail.

Advertising Recruitment – The Importance Of Using Print Media

Learning About The Various Aspects Of Hiring Quality Candidates

best executive search agency Germany

One of the key factors that organizations need to consider while hiring new candidates is their quality. However, a large number of organizations are generally unaware of the most appropriate methods that can be used for measuring quality. This is yet another reason that makes business organizations seek the services of the best executive search agency Germany, to ensure that they get good quality candidates, who match the performance expectations of the organization.

Defining Quality

Most professional executive search agencies define quality in accordance with specific needs and expectations of the client organization. This is because every organization follows a different set of parameters to describe quality that they seek within a candidate. While some organizations might focus on the professional qualifications and experience of the candidates, others might pay greater attention to their performance and interpersonal skills. Most organizations seek candidates who can easily adjust with the team and the work culture of the organization and intend to stay with the company for a reasonably long period of time.

Parameters That Influence Quality

It is important for the business organizations to understand that quality of candidates might be influenced by different parameters described below.

Role And Responsibility: In general the roles and responsibilities that the candidates are expected to handle often affect their quality in a deep manner. In case the candidates feel that their role within an organization is not at par with their experience or qualification, they might not reach the expected benchmark of quality and prove to be a regrettable hiring decision.

Support From Management: Most good quality candidates do not provide optimal performance as they do not get the right kind of support from the management. This is especially true for candidates hired for leadership roles within the organization as working with an unsupportive management tends to de-motivate them and bring down the quality of their performance. It also creates a sense of dissent and increases the risk of the candidates seeking better options.

Growth Options: Organizations offering ample growth options for suitable candidates generally do not have to face the issue of quality. This is because most professionals seek a career option that offers them stability and growth and are willing to meet the set standards of quality. 

Overall Work Environment: It has been observed that even the best candidates fail to perform within organizations that do not offer a growth oriented work environment or fail to motivate their employees appropriately. Most candidates feel inspired to improve the quality of their performance, if they are assured of proper rewards and recognition by the organization.

Learning About The Various Aspects Of Hiring Quality Candidates

5 Amazing Ideas of Advertising Recruitment that could pay off big times

“Good Advertising does not just circulate information.

It penetrates the public mind with desires and belief.”

-William Bernbach


Such should be the power of your Recruitment Advertising process, that it creates a permanent impression in the minds of your potential candidates. The strongest talent of the market would be gainfully employed somewhere else, so the major challenge is to attract these people who are not looking for jobs and compel them to engage with the company.

Here is a list of 5 ideas, if used in the advertising recruitment process, can have a huge potential of success.

Idea 1: Billboards

Renting billboards near busy exits is a great way to tell people that you are hiring. Use funny images and catchy lines so that it draws people’s attention. A word of caution over here is keep the wording to minimum as people passing by do not have much time to read your whole story.

Idea 2: Handout Recruitment Cards

This could be used in the most amazing way possible. You can make special business cards with the words “Now Hiring” on them along with your company name, phone number and website. Hand these to your employees and ask them to give them to anybody who went an extra mile to provide them good service. As a result, you would get great employees from the most diverse backgrounds. The underline of this program is that “You can teach skill but you can’t teach personality.”

Idea 3: Mobile Hiring Center

This is great way of doing some targeted recruiting for your clients. In the whole recruitment process, the foremost criteria is to identify the skill that is needed to be hired. The next step is to identify companies that are most likely to have experienced people in this skill set. You can use an RV to create a mobile hiring center in the parking lots of these companies and handrecruitment flyers to the potential employees during lunchtime and in the evening.

Idea 4: 15 Seconds Commercials

Everyone loves to watch movies in theaters. So why not take out some value for yourself from it. Before the previews 15 seconds slots can be bought and commercials can be displayed telling people that you are recruiting. Make sure the ads are random and entertaining. A person with a calm mind tends to retain more and hence your call can make a mark and bring him to that interview table across from you.

Idea 5: Word of Mouth – Employee Referral Rewards

It is always less tiring and risky to hire someone referred by a current employee. A person who is already an employee of the company knows organizational goals and hence would bring only those people who can fit in. Also the new employees coming this way have more confidence in company’s policies. Always reward your employees who bring good people into the company. You can incentivize your employees with different items, such as cash rewards, free iPads and Flip cameras, etc.

5 Amazing Ideas of Advertising Recruitment that could pay off big times