10 ways to engage, retain, and motivate staff in the Print and Packaging sectors

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Statistics confirm Print and Packaging companies around the world are experiencing the highest talent shortfall since 2007. Today’s employee seeks value beyond financial compensation. Thankfully, engaging, motivating and retaining talented team members is much easier than you think. Here are our top ten solutions to your staff retention challenges.

1. Numbers don’t lie
Gallup research showed that out of 7,000 individuals, only 5% felt engaged. The Institute of Leadership & Management (IML) discovered 37% of employees are looking for a new job this year. Monster.co.uk revealed 58% said they are not thanked enough; 54% felt unacknowledged and 47% felt uninspired. Employees perform better and are loyal when they feel understood and are given the opportunity to do their best every day.

2. It’s not about the money
Budgets for staff events, dinners and team building seminars were touted as the answers to staff engagement issues. Not anymore. Key solutions for retention success have nothing to do with money. Talented staff are engaged, motivated and retained through behavioural solutions and creative thinking, not the company chequebook.

3. Relationship revolution
Employees seek roles within companies they connect with. An employer’s role has evolved beyond supplying work and salary to valuing and developing the talents and skills of their team. The most successful companies understand this: both employee and employer exhibit equal investment to reach business targets.

4. Creative investment
No promotions available? No problem. Offer a talented team player their own project to lead. This simple example is a great way to nurture staff. Research reveals developing individual development strategies are crucial to employee retention; and, in most cases, more important than a career path.

5. Say it
All employees want to know whether they are doing a good job. Effective feedback is clear, prompt, offers solutions and concentrates on behaviour (not the person or their intention). Consistent feedback creates solid communication between employee and management.

6. Don’t worry, be happy
A positive perspective is one of the most effective leadership qualities. Celebrate success stories at the start of every staff meeting and encourage staff to explore solutions as a team. Once established, a positive environment is its own sustainable cycle of positivity.

7. Start at the beginning
Successful Print and Packaging companies create an induction process engaging directly with a new employee’s enthusiasm. The most successful companies take this ethos right back to recruitment stage. They recruit talent for their behaviours and traits, as well as for experience and qualifications.

8. Practice what you preach
Great leaders embody the qualities required to succeed in an organisation. Research reveals that if employees respect their leaders they are 55% more engaged. If management is inspired, engaged and motivated, your team will reflect these qualities.

9. Two-way street
Encourage staff to share ideas and they will actively contribute to the business’ success. In successful companies, staff contributions have streamlined workflow processes and created meaningful solutions. Use an enjoyable ritual such as morning refreshments to gather the team together for an ideas session.

10. Acknowledge and reward
The simple act of acknowledging hard work is extremely effective – and crucial. Not being thanked rates as one of the highest ranking complaints cited by disengaged staff. Statistics show staff loyalty and engagement increase if people feel genuinely valued.

If you are serious about engagement and want to retain your best Print and Packaging employees Athena can help. Our 7 Step Recruiting System is designed to ensure that you can recruit and retain the top 15% of candidates in the Print and Packaging market, candidates who are motivated by much more than money. We work in partnership with our clients to fully understand their requirements and ensure that newly recruited staff are joining for the right reasons and looking to develop a long term career.

Book in for a Client Discovery Call today by clicking on this link https://athena-executive.acuityscheduling.com/

 

Why your CV is probably being ignored

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The print and packaging job market has always been a competitive environment. Not only are we competing with other applicants for a role, we are also competing for attention. Employers (and recruiters) seek candidates focused on their career, not someone merely going through the motions of looking for another job. Here are the simple mistakes holding you back, and straightforward feedback as to why your CV isn’t commanding interviews.

All or nothing

Finding a job is a serious business. Often we start too small and stay there, then wonder why the phone isn’t ringing. By ‘small’ we mean unfocused. Little things give you away. Phrases such as “I’m putting feelers out”, casual coffee chats with industry contacts “to see what’s out there”, or sending out your CV to “see what happens”. This casual tone leaks into your CV and covering letter. Would you hire a distracted manager to run one of your talented teams?

There’s a reason we call the process job ‘hunting’. The search for your next role requires focused commitment and an investment of your time. To modify the famous RAF quote: time spent in consideration is seldom wasted. Especially when it comes to finding the role you want. You’re an experienced, talented, multi skilled candidate with so much to offer your target company in the print and packaging industry.

Can you read me?

Never underestimate the power of asking someone you trust to read your CV. They don’t need to have industry experience – in fact their lack of experience will be the key to unlocking your CV. Ask them to answer the following: does your CV makes sense (grammar), is it easy to read (layout) and – crucially – does it sound like you (tone). Listen to what they have to say. Remember: what’s obvious to you isn’t necessarily obvious to others. Your experience is your expertise; this is an opportunity to share your knowledge. Clarity and brevity are essential. Keep an open mind when receiving feedback and make the necessary changes. There’s no excuse for careless grammar, a disengaged tone or formatting errors at this stage of your career.

What are you saying?

Everyone knows they need to tailor their CV and covering letter for each job applied for. This should be your signal to go the extra mile and separate yourself from the competition. Take a step back and look at how your existing skills align with the job you want. Consider how to frame your skills in relation to your experience and the role. Look at what you are saying. What do your words communicate about you, your experience and professional goals? How are your skills a good marriage with the job?

Include statistics to back up business improvement claims made in your CV, such as performance and sales. Qualify your claims – make it easy for the person reading your CV to see that you can do the job. Mention skills you want to develop. You are a manager keen to continue learning as technology evolves. Make yourself relevant now and into the future.

Ultimately, if you don’t capture why your skills, experience, management style and vision are what a company is looking for, who will?

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For advice on how to put together a great CV please get in touch. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

Top tips for hiring a great team

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Hiring a team is easy, but hiring a great team is a little harder. This is because many hiring managers choose a group of similar people who clash with each other, or they fail to hire people with a wide range of completely different skills. This can affect the workflow and the mood in the office, and over time it can lead to employees quitting their jobs or creating challenges for other team members.

If you want to make sure that you hire a great team who work well together and get the job done, don’t worry. Here are some top tips to help you hire the perfect team.

Plan Your Recruitment Strategy

This is essential. You need to devise an in-depth plan with a comprehensive job description drawn up in collaboration with all stakeholders. It is important that everyone involved is bought into this process. Getting this input is essential so that you can identify the skills, experience and crucially the personal traits required to succeed in your organisation. You also need to identify the correct channels to identify where to source the ideal candidate from. Posting the role on your website and job boards is unlikely to deliver the desired result. Utilising social media channels (particularly LinkedIn) is now essential. For specialist roles and highly confidential positions consider using a specialist headhunter with in-depth market knowledge.

Devise a robust onboarding process

Once you have identified and secured the ideal candidate for your team it is critical that you start off on the right foot. The first 90 days particularly are critical to ensure that new employees feel that they have made the right decision.  You need to make sure that they are onboarded in a structured manner and crucially that they understand their role in the team and how the team can support them. Draw up a a structured plan that can be used when all new staff join which quickly gets them up to speed and makes them feel valued and integral to your success.

Focus On Creating A Positive Culture

Your team will need managers and leaders, and it is important that those tasked with leadership understand how to create a positive working culture since they will be responsible for implementing it.

Choose People Who Get Along

If you are hiring people who have to work in a team with each other, they obviously need to have great communication skills but they also need patience, diplomacy and sometimes a thick skin! Ideally avoid hiring people who are very insular and prefer to work alone as they may disrupt the balance in the team. Over time this can lead to resentment and increased attrition rates.

Look For Soft Skills

Many hiring managers focus on core competencies for their teams, such as IT skills, coding skills and other role-specific skills. Important as these may be, it is essential that you hire people who have strong soft skills, such as communication and goal setting skills. These people will help the team to gel together, and if issues do arise, they will invariably be instrumental in resolving them.

Compare

Clearly, you will need to hire new people for entry-level roles, but if you are hiring someone to fill a senior position in the team it is often best to make a comparison between external and internal candidates. This is because you can identify those who already fit in with the company values, and you know that they are passionate about the team. Benchmarking external candidates with those superstar employees will either validate you decision to hire externally or make you realise that you have the ideal candidate under your nose.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1 

 

Why changing jobs is often your best option

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The concept of successful careers on a single track over a dedicated 25 year period is now largely regarded as myth. Today’s primary rule for success is to step outside your comfort zone. If you want a purpose-driven and successful career in which you actively participate, you will need to know when to take a calculated risk. Let’s examine the reasons why changing your employer breeds professional success – if you know what you’re doing.

Think. Don’t panic.

We understand you’ll come across organisations which do not hire candidates with a track record of shorter term roles; some companies include tenures as long as two to three years in their hiring rules. Consider the cautious culture behind this policy. Is this a culture in which you believe you can flourish? This example of strategic thinking encourages you to take into account a company’s philosophy and personality and ask yourself: is it the right environment for you?

Tunnel vision be gone

Every committed employee, regardless as to their pay bracket, knows the feeling of disappearing inside an organisation’s world. It’s easy to lose sight of the rest of the industry as you settle into your company’s working environment. Try and keep an eye on what’s going on across the industry, particularly in leadership roles. When you change roles, you reconnect with your industry – and the global big picture.

Can they give you what you need?

In scouting for a new professional home, ask yourself what the company is doing. What’s their growth rate? It’s important – and healthy – to evaluate your potential employer. You want to be as certain as you can be that they can match your development needs as closely as possible. Changing roles encourages this style of leadership thinking: evaluating a challenge with clarity and asking important questions.

By continuing to explore your industry beyond your current working environment, you continue to develop and grow, all the while refining your leadership skills.

You’re worth it

The challenge of establishing your value with your employer is one that enriches all of us. For some, the process is a leap outside their comfort zone. Your ability to embrace the exploration of new horizons over potential professional stagnation will drive the career satisfaction you seek. In taking an active role in establishing your professional worth, you become ever more adept at negotiating value. This is a crucial skill for every successful leader to have at their disposal.

No guarantees

The contemporary workplace values skilled, experienced workers who think outside the box to keep pace with the ever-evolving digital landscape. The modern workplace is a vibrant, transitory environment focused on attracting talented team players. No employer today can guarantee you job security for life. Consider how you are going to remain – or even become – a relevant, dynamic and empowered voice in your industry.

In considering your position in the trajectory of your career, you’ll orientate yourself more accurately if you determine what you have contributed. Clarity and understanding around your contribution reveals a great deal about where you are going professionally. A role in which you are complacent and mechanically performing functions is a job. A role where you negotiate, strategise and challenge yourself is a career.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. Please get in touch if you are contemplating a career move or looking to recruit. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

Are you listening to your team? You really should be

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One of the biggest misconceptions we have about communication is that listening is a passive activity. How many times have we heard someone say, or said ourselves, “I’ll come along to the meeting, but I’ll just listen”? We understand listening is an essential quality of leadership, but most of us don’t know how to listen effectively.

In a marketplace where there is a global war for talent, it’s crucial for organisations to have strong leadership. One of the biggest motivations for team members to resign is because they do not feel heard, appreciated or understood. Here are some of the biggest management blind spots when listening to staff and how to easily fix these issues.

Did you know?

When someone is talking with you face to face about their attitudes or emotions, research shows the most dominant form of communication is non-verbal. Words account for 7%, tone of voice 38% and body language a whopping 55%. While we may consider discussing attitudes or emotions to fall outside of mainstream professional communication, the reality is most one-on-one chats instigated by staff indicate attitude or emotion at the core of what they are saying. Feelings of being overwhelmed are extremely common.

It’s the same, but different

On the surface, nothing much has changed about professional hierarchy structure. Much, however, has changed beneath the surface. Dissatisfied, frustrated employees cite not being heard as a major motivator to look for a new job. Companies need leaders to recognise the importance of caring for their team in order that the business may flourish and succeed. The powerful act of listening transforms workplace culture, creating a harmonious environment, greater respect between team members, increased productivity and employees going above and beyond to deliver results. Focus is undiluted, office atmosphere is calmer, and there are fewer misunderstandings and errors. All because people feel heard.

Listening demands focus

Today’s lifestyle both in and out of the office is distracted, fragmented and dominated by technology. When you give an employee your full attention and time, they feel empowered. Give them the time and space they need to say what they need to say. Be careful not to interrupt or “help” them as they express themselves. Avoid the temptation to fix. Instead, give the person the opportunity and experience of being heard first and foremost. Just this simple act of listening to what someone has to say is effective and empowering. If you cannot contain yourself, don’t interrupt with a statement. Ask if you can offer suggestions.

Another positive way of reinforcing that you have heard what someone has said is asking questions to clarify what they are saying. Again, don’t interrupt, but wait for a pause. When the employee has finished speaking, let them know what you understand from what they have said, then ask if you have understood correctly.

Encourage your team to listen to each other

Listening means waiting before adding any thoughts to what is being said. Take this learning to your team and encourage them to listen to each other. As always lead by example. Creating authentic working relationships built on trust encourages loyalty – we could all do with more of that. Make listening a priority and your team will thank you.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. We promise to listen to the issues you face in your business – hopefully we can help. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

 

What are the secrets of great leadership?

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Great leadership depends upon our level of self-awareness, our willingness to learn and our acceptance that our actions and attitude influence everyone around us. When we assume a leadership role, all of our behaviour counts. Our ability to recognise and develop the qualities we naturally possess and a willingness to develop and improve upon those we don’t is what separates ordinary leaders from the great.

Collaborate and congratulate

Work with your staff, not above them. Avoid using your position as leader as the driving influence behind getting things done. Treat your staff as colleagues rather than minions and they will feel empowered to share their ideas. It costs you nothing to smile and greet staff as you go about your day. This essential courtesy practised consistently, transforms office culture. Support your team by listening to them, congratulating and thanking them for their dedication and effort.

A great leader listens; they never assume they are the most intelligent person in the room merely because of their job title. And indeed they rarely are.

Authentic, human and humble

You want your staff to succeed. You’re happy to take a backseat and give them their moment, and the recognition and rewards they deserve. You know your team, which is reinforced as you say hello as you pass each other in the hall. You do not pry; you are aware that Tom is coaching his son for his GCSE exams, and Martha is training for the marathon. You acknowledge that staff have lives and interests outside work. Your team feels valued and genuinely cared for. With the global war for talent, authentic relationships make all the difference.

A great leader enjoys a balanced lifestyle. They work hard and take their time away from work seriously too. Whether its active involvement with the family or indulging in a favourite hobby, they know they make better leadership decisions if they are not over saturated with the pressures of the job.

Creative, confidence and focused

Your team knows you’re friendly, courteous and set a consistent example of acceptable behaviour. They also know you’re not easily fooled or manipulated. You navigate your team towards company goals and your team know they are in expert hands, no matter what the circumstances. Of course, there will be those days where everything appears to go wrong. On those days, you remain calm and exude confidence. It’s your job to keep the ship on course – and your team is led by your attitude and behaviour as much as they are by your direction. Your communication style is clear; your team understands what is expected. Do not hesitate to weed out under performing staff who cannot keep up. Timing is crucial; don’t wait.

A great leader thinks creatively. Part of this creative thinking is knowing the difference between what is right and what is easy. A level head and strong sense of perspective focused on company goals get the job done. Throughout it all your team seeks guidance from you. Where do you go for your inspiration? It’s important you have a healthy perspective on your past experience to draw from, in addition to seeking out your own mentors’ wisdom to guide you.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

360-Degree Feedback – Why You Should Be Using It

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Feedback is an essential part of business, especially for Print and Packaging businesses that employ large teams who work together. If you want to improve the communication levels in your business, here is everything you need to know about 360-degree feedback – and why you should be using it.

What Is 360-Degree Feedback

360-degree feedback is feedback that comes from many different levels. Instead of one employee receiving feedback from their manager, they would receive feedback from a variety of people, including peers, managers, other workers, customers or stakeholders. This gives more accurate feedback that includes everyone’s needs and opinions, so the employee can significantly improve their performance and skills.

How a Printing and Packaging Company Can Benefit from using it

One of the main benefits of 360-degree feedback is that you can assess an employee’s performance from multiple people’s perspectives. This is very useful, as it is possible that one manager is unaware of an employee’s bad habits, so they may not point them out. However, a co-worker or a customer may be aware of these issues, and 360-degree feedback gives them the chance to air these so that any problems can be solved.

This is especially useful for employees who work in a busy environment, as teamwork and mutual understanding are essential parts of the business

It also gives employees more power rather than just allowing managers to make decisions. This means that employees will feel more valued and appreciated. It also means that they are less likely to have problems in the workplace, as they are able to air their grievances.

How to Prepare Employees 

It is important to discuss the benefits of 360-degree feedback before implementing it, as this means that employees will be fully aware of how it works. You should take the time to state that any feedback will be anonymous, so employees don’t feel worried about giving it, and you should also say that the system isn’t being implemented to make employees feel under scrutiny. It is being implemented to improve the workplace for everyone.

You should also take some time to sit down with the managers to prepare them for the results of 360-degree feedback. Many managers are not used to receiving feedback from the employees that they manage, and so they may feel attacked and worried about any negative feedback that they get. Thankfully, proper training and an anonymous system should remove any worries that your managers have.

Starting 360-Degree Feedback

Once all of the employees have been informed about 360-degree feedback, you can start to implement it. You should set clear rules to ensure that no one abuses the feedback system – for example, you may want to set one day of the week for when employees can leave feedback rather than every day of the week.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here:  https://athena50147.activehosted.com/f/1

Ace that interview and get the job

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You are impeccably dressed, well researched and rehearsed, on time and waiting in reception before you are called in to interview. You know what to do. This isn’t your first time. But still, you’re nervous. You want to make a great first impression. And, right there, your nerves have caught you in their butterfly spin. We’ve got some insider tips showing exactly what goes into making a great first impression to focus your thoughts the next time you are waiting in reception.

The power of a first impression

It’s a scientific fact that human beings make decisions about strangers in the blink of an eye. Literally. We spend the next three seconds completing our opinion, around our perception of personality and competence. Once that decision has been made it is nigh on impossible to change it. The psychological advantage of making a strong first impression is significant; if you later make a mistake, you are most likely given the benefit of the doubt. There’s not a lot we can do to change these facts. We are funny creatures.

What influences first impressions?

This is where you can make a difference. Consider that the bulk of our communication is non-verbal. While it’s important to prepare what we would like to say, our body language is far more influential than the words we choose.

Make sure your gestures and body movements are congruent with what you are saying. For example: don’t describe a challenging situation where you had to fire an employee while smiling. While you might smile out of nerves or a desire to please your interviewer, the strong message you send is confused. Likewise the classic example of avoiding eye contact. It’s considered a negative gesture. You might feel intimidated, which is reasonable at a job interview, however what you are communicating is weakness.

Keep your body language open and relaxed. Communicate that you’re prepared and ready for the interview: you want to engage. Your tone of voice is another powerful influence. One way to settle your tone is to take a few deep breaths, making sure you breathe right into your stomach. A classic mistake is keeping the breath in the chest area which means your shoulders are hunched up and your breath trapped. Breathe deeply and your register will drop from its nervous higher pitch, down to its natural tone. Your tone of voice delivers your message – make sure it’s in your voice. Remember there are two factors at play here: the words you use and the way in which your message is received. Focus on your delivery.

Make a connection

Be kind and courteous to everyone. Think about how difficult it is to interpret someone’s behaviour and message when they are distracted. Any good interviewer will ask the receptionist, security guard and anyone you may meet on the way to interview what their first impression of you was. Make a conscious decision to switch on the moment you leave home.

Give your nervous energy something to do. Enthusiasm generates confidence. Allow yourself to be enthusiastic, confident and happy. Allow? Yes. Nerves have a sneaky way of imprisoning us in slightly robotic behaviour. Be authentic, enthusiastic, humble and kind. Allow yourself to shine.

Athena Executive Search specialise in recruiting in the Print and Packaging sectors across Europe. For more advice on interview technique please get in touch. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

How to use social media to find a new role

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When used correctly, social media is a powerful tool to help you identify that perfect role. An active and engaging social media presence is crucial for a variety of reasons. Your activity across social media platforms says so much about who you are and helps you to present yourself in this increasingly competitive market as the ideal, talented addition to an employer.

An engaging social media feed across a variety of platforms also highlights your ability to build professional contacts as well as showcase your skills. Recruiters respond favourably to active social media feeds; they gather information based upon the quality, frequency and professional relevance of your posts. Developing your social media skills is therefore vital and we have some strategic tips to help you maximise your opportunities.

LinkedIn

LinkedIn really is the go-to networking site for recruiters. But merely creating a LinkedIn profile isn’t enough to convince hiring managers to take a closer look at you. Recruiters seek superior content, such as testimonials and recommendations from your colleagues and clients. Rather than simply listing your experience and qualifications, take the time to include background information to provide context. The more time you spend curating engaging content, the better your chances of attracting the job opportunities you want.

Recruiters seek talented individuals to network with and to interview. Highlight your skills and experience, stand out from the crowd and use LinkedIn to build an impressive database of industry contacts. The more active you are on LinkedIn, the better it will reflect on you and your suitability for a particular role.

Twitter

Twitter is by far the chattiest of all social media platforms – but don’t let that fool you. It’s a powerful tool for attracting a new job. Twitter is also a helpful resource to discover what people are saying about the company you want to work for. When you are looking for a new job, focus your tweets and retweets on industry-relevant subjects. Use keywords and hashtags to group your content with industry-specific content. Engage with respected industry leaders through following and responding to their tweets. Use your experience to offer helpful advice to other Twitter users in your industry. Recruiters will take note of what you say and who you interact with; make the most of the opportunity and highlight your skills and industry knowledge.

Facebook

Facebook’s reputation as an informal social media platform has caught out many a hopeful candidate. Don’t let this be you. Nowadays Facebook is also teeming with many helpful industry-specific groups and content. In addition to interacting with industry peers, be prepared for recruiters to peruse your profile to see how you engage with the world beyond your work environment. Who you are is your personal brand. If you prefer, create a separate profile to use as your professional Facebook page. It is, however, good practice to keep your content clean.

Social media is an effective channel through which to highlight your skills, experience and personality to potential employers, and confirm your suitability for a role. The opportunities available on social media to further your career are endless. Happy posting!

Athena Executive Search specialise in recruiting in the Print and Packaging sectors across Europe. Please connect with us on social media to keep up to date on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders. You can also subscribe here: https://athena50147.activehosted.com/f/1

 

The cost of making a poor hiring decision

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Poor hiring decisions are a real threat to companies operating in today’s competitive market. Recently one of the UK’s leading job sites publishing its findings following a survey of 200 recruiters. The study focused on how poor hiring decisions affect companies. The fact is, bad hires are costing your business money with each poor decision estimated to cost £15,000 and much more for senior hires. The bad news is the crippling long-term effects of poor hires, but the good news is that everything can be fixed if you know what to look for and how to lead your recruitment process towards better days. Here we share some insights into how you can avoid making bad hiring decisions for your organisation.

Strategy is everything

The advantages and necessity of a crystal clear recruitment strategy are well documented. We’ll say it again anyway: you must develop a clear recruitment strategy to avoid making poor recruitment decisions. Research confirms that if you don’t have a solid recruitment strategy you risk 44.4% higher staff turnover, 22.2% financial losses, 16% decline in productivity, 8.3% lowered staff confidence and 6.9% negative branding for the business. Note that in addition to threats to the business success, there is also the pernicious issue of low staff morale to navigate.

Significant sums of money are invested in securing talent for your company, and a lot of that money is lost. In fact, 66.1% of recruiters say they’ve lost a large sum of money on poor hires; 19.5% confess they’ve lost between £15,000 – £30,000 and 14.4% confirm they’ve lost over £30,000. With competition for recruiting the best talent set to intensify, your company cannot afford to make bad hiring decisions.

Screen with purpose

Careful and focused screening of candidates needs to be introduced at the interview stage. The harsh reality is that people are being hired for roles they cannot do, or in some cases they may be taking advantage of the opportunities available and defrauding the company. Not only are these costly errors internally but they can also cost your company dearly in negative press.

Screen your candidates thoroughly, making absolutely sure there are no lurking convictions or exaggerated CVs and skills rendering them incompetent for the role. While the pressure to hire the best talent is real, make sure you’re not rushing candidates through the hiring process.

Welcome with support

After attentive screening and interviews, the recruitment process is far from finished. As we have previously emphasised, your recruitment process must culminate in carefully designed onboarding. Make sure that you continue to observe and engage new hires during your onboarding process to ascertain their personality and suitability for your company culture. Some candidates are economical with the truth because they want a job; it’s your job to make sure an informed decision is made prior to offering a candidate a role.

Think about it

It’s important to appreciate the damage poor hiring decisions inflict upon an organisation. For example, the last thing you need is a poor hire taking to social media to complain. You may find desirable candidates decline to be interviewed as a result of the negative press on social media channels.

Recruiters cannot afford to be complacent or careless. Given current pressures and circumstances, that’s exactly the impression that poor hiring decisions can create.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1