HRsource’s Post

Adding new members to your team can be an exciting and stressful process — for both the recruit and the recruiter. In some instances, your top candidate may reject the offer, leaving you to choose the next best candidate (who likely is equally talented). But if you aren’t careful, you could leave this new hire feeling like they weren’t your first choice. This study explores the psychological impact of candidates feeling like they were hired as a last resort. It also shares some ways you can foster a feeling of belonging.

Who comes first ~ your clients or your employees? 🤔 As a recruiter, I’ve seen first-hand that companies who prioritise their employees consistently outperform those that don’t. Why? Because happy, engaged employees lead to satisfied, loyal clients. In a competitive market, building a strong, positive culture makes all the difference. It can also drastically improve your chances of attracting and retaining top talent. How can you put your employees first? Here are a few areas that candidates/employees have said to me are most important to them: 🔆 𝐈𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 – Providing training, courses and career development opportunities shows your employees that you’re invested in their future and career success. 🔆 𝐋𝐢𝐬𝐭𝐞𝐧 – Creating a culture where you have regular check-ins and continually listen to your employees’ feedback so that they feel heard shows that you value their expertise, insights, and input. 🔆 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐬𝐞 𝐚𝐧𝐝 𝐑𝐞𝐰𝐚𝐫𝐝 – Celebrating and recognising wins - big or small - shows that you appreciate your employees, which can increase morale and productivity. How do you show that you put your employees first?

I read a great article this week from Harvard Business Review on why employees quit. One useful suggestion from the article was to interview new hires when they join to understand why they left their previous company. Additionally, conducting follow-up interviews with former employees after they’ve secured a new role can provide real insights—essentially, a true exit interview! In both cases, employees (current or former) may feel more comfortable sharing honest feedback. This approach can uncover the real reasons behind their departure, without the need to hold back out of caution during the interview or exit process. We all know replacing employees is costly, so the more employers can do to keep their teams engaged, satisfied, and happy, the better! If you can't open it, then let me know and I can send the article to you!

🌌 Thursday Reflections 🌌 As we approach the end of the year, I’ve been reflecting on a question that feels especially relevant to recruitment but applies to all of us: What do we truly bring to the table? It’s easy to focus on skills, qualifications, and experience. But what about values, passions, and the unique perspectives each person brings? 🌱 In the rush to match roles with resumes, we sometimes overlook the deeper qualities that make someone not just a good hire, but an irreplaceable teammate. 💡 Thought for today: As recruiters, leaders, and professionals, maybe our job is not just to fill roles, but to honor the unique spark within each person we meet. To recognize potential, even if it looks different than we expected, and to create workplaces that allow people to be fully seen and valued. If we focus on building teams this way—driven by purpose, not just performance—I believe the impact could be extraordinary. Let's keep challenging ourselves to look beyond the surface and see the person behind the profile. 🔍✨ #ThursdayReflections #RecruitmentWithPurpose #BuildingAuthenticTeams #HumanFirst #MeaningfulConnections #TalentThatInspires #RecruitmentRoom

Why do we treat candidates like they owe us something? I see it all the time—hiring managers treating candidates as if they should be grateful for the opportunity. The truth is, it’s a two-way street. Candidates bring valuable skills and experience to the table, and companies need them just as much as candidates need opportunities. Why aren’t we thinking more about how to attract and retain top talent? Instead of focusing on what candidates should be doing to impress us, we should be asking ourselves what we can do to create a workplace where people actually want to stay and grow. It’s time to stop treating hiring like a favor and start recognizing the mutual value in every opportunity.

Something to think about

Recruiting isn't just about filling positions; it's about finding the right fit—the individuals who will thrive in your team and drive your organization forward. It's a process filled with challenges and hurdles: from identifying talent in a competitive market to ensuring alignment with company culture and values. Every interview, every conversation, and every evaluation is a step toward building something bigger than ourselves—a team that collaborates, innovates, and excels. The road can be tough, with moments of doubt and difficult decisions, but the reward is immeasurable. Seeing a new hire grow, contribute, and become an integral part of the team is a reminder of why we do what we do. It's more than just recruitment; it's about making a positive impact—on our company, on our team, and on the careers of those we bring on board. The challenges in recruitment are real, but so are the opportunities to create something truly special. Keep pushing forward, because every hurdle you overcome brings you one step closer to building the future you envision. 💼🚀 #Recruitment #HiringChallenges #TeamBuilding #Leadership #Growth

Candidate Feedback Matters: How We Do It Right ⭐At Harvey Robinson, we believe in building long-term partnerships—not just with our clients, but with our candidates too. After all, both are constantly assessing our performance. ⭐We prioritize simple yet impactful actions like engaging, responding, informing, providing feedback, and coaching. ⭐Whether the feedback is good or constructive, we know it helps candidates grow and prepare for their next opportunity. These behaviours are at the heart of what we do because we believe that being professional, empathetic, and human matters! But it’s also the smart thing to do. ⭐At Harvey Robinson, we strive to be the ones you remember for the right reasons. Here's to celebrating all the wonderful candidates that we have the pleasure of engaging with every single day! #HarveyRobinson #Tech #TechnologyRecruitment

Talk to your team. Listen to them. Regularly. Be open, honest and vulnerable - people want to feel heard and naturally be a part of something that they can be proud of. Communication is crucial on all levels. As an experienced EOS integrator, I can tell you that if you lead, manage and hold your people accountable - they will either grow or die. Those who are doing well and are the right fit, will like the accountability because they are proud of their work and want that acknowledgment. Those who are NOT the right fit, will hide from accountability and run the other way. Provide a clear vision and traction to get your team healthy!! Healthy teams don’t have turnover concerns 😉 You may need to hold a mirror in front of you and say that again. It starts with Leadership!!

Some employers will then attempt to convince the employee to stay at this point by discussing potential changes, salary increases, additional responsibilities, improved working conditions, promotions or benefits depending on the individual circumstances of the resignation. Why not take a proactive role by ensuring that all these issues are addressed before getting to this point as by submitting a resignation letter an employee would have thought about their decision and cannot be convinced otherwise.