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Head of Delivery | Building Services Recruitment Expert | Connecting Top Talent with Leading Organisations
The Silent Killer of Company Growth: Broken Recruitment Processes In the current hyper-competitive talent landscape, your recruitment process isn't just a HR function—it's your company's growth engine. And right now, that engine is sputtering. The brutal truth? Your hiring managers are systematically destroying your company's potential by clinging to outdated, inefficient recruitment strategies. The Real Cost of Slow Hiring In a candidate-short market, time is the most critical currency. Every day your recruitment process drags: - Top talent gets snapped up by more agile competitors - Your employer brand takes a silent hit - Productivity gaps widen - Recruitment costs escalate The Painful Math of Missed Opportunities Consider this: A great candidate who waits more than 10 days between interview stages has a 50% higher chance of accepting another offer. Your bureaucratic processes aren't just inconvenient—they're financially destructive. Hiring Manager Wake-Up Call Hiring managers, this is your moment of truth. Your involvement isn't optional—it's mission-critical. The old model of "post and pray" is dead. Today's recruitment demands: - Rapid, decisive decision-making - Real-time candidate engagement - Streamlined, human-centric processes The Competitive Imperative Companies that win in 2024 and beyond will be those who: - Reduce time-to-hire to under 14 days - Create frictionless candidate experiences - Empower hiring managers with technology and autonomy - Treat recruitment as a strategic growth lever, not an administrative task Your next great hire is waiting. The question is: Are you ready to transform your approach? #TalentAcquisition #CompanyGrowth #RecruitmentStrategy #FutureOfWork
Contracts Manager/Senior Project Manager, CAD Draughtsman, Bladesmith, Canoe Maker, Quite handy in the kitchen.
4dIn 2018 I interviewed for Beck Interiors as an estimator. My first interview was with their head of estimating. It seemed to go very well, but it took 3 weeks before anyone got back to me. They invited me in for a second interview. This time with one of the directors. While I initially interviewed for an estimating job, they thought I would be better running projects. The interview went well. I waited 3 weeks again. I was invited for a 3rd interview with the managing director. 2 weeks went by. I got offered another job. After I had accepted that job, the MD of Beck Interiors phoned me up and said "we have made a decision and we want you to come and work for us". I pointed out that I had accepted another role, partly because their interview process took so long and I was uncertain if anything was going to come of it. Having accepted another role I felt it was unethical to go back to the company I accepted the role with and say I had changed my mind. This is not the only time I have been left in limbo. It seems a common problem.