Recruitment can seem like a long, time consuming and frustrating process. When you have found someone that seems like the right fit, it is easy to skip over important recruitment steps. At the time they can seem unnecessary because you “love the candidate” and “are definitely not worried about what their references have to say”. The problem comes after the honeymoon phase of hiring is over. The candidate is through their probationary period and you are really looking for them to shine as much as they told you they were going to. This is when things can start to decline, fast.
If employee engagement is declining, you may have to let that employee go. This is where it gets rough, because for most small businesses, losing one person can have quite an impact on the team. You are going to want to fill that person’s role as soon as you can to make sure that you can keep up with all your current work and the work coming down the pipeline. This means that when you are thinking about recruitment, your recruitment process and the overall satisfaction of your employees. You should keep in mind what the cost and effect of employee turnover is within your organization. Because, yes, employee turnover can be a problem for your business.