Quite often, when we’re talking with MDs and Chief Execs about the need to bring someone new on board, we hear comments like:
‘let’s bring her on as Lead Engineer and if she’s good we’ll look to making her Engineering Manager in a year’s time’
‘we like to promote from within and Jim’s been our top salesperson for three years running so we want to make him Sales Director’.
Why is that expensive?
We’re not saying don’t do it: we’re saying don’t assume it’s a cheaper or safer option. Especially if your business is growing fast, you may not have the time to take this approach without it impacting negatively on your bottom line. It may be a better decision to find a good external candidate who, although probably more expensive, can eat for breakfast the role you need them to fill.
Getting the ‘right’ hire into a small business is critical – especially if you’re hiring in preparation or response to significant growth. If you would like to use diagnostics to assess a candidate’s personality, ability or emotional intelligence, giving you a much better chance of getting the right person and avoiding a wrong ‘un, give us a shout: we’d be happy to have a no-obligation discussion.