Are you in danger of falling into the trap that most recruiters do?

This trap costs recruiters billions every year.

So what’s the trap?


The trap is the denying that any of your staff will ever quit.

And yet the first three months of the year are when most people quit their job.

Are you prepared if some of your key people quit this month?

When To Take Action

When do most people take action to fill a vacancy? …….Once an existing staff member quits.

This approach means that recruitment is almost always carried out as a crisis measure. It’s no wonder that we so often hire the wrong people for the job.

However, the smart move is to take action long before anyone quits, as there is a lot of groundwork that can be done to prepare for the eventuality that an employee quits.

If your plan of action is to simply contact your recruitment agency once someone quits, then you are already way behind and are moving into crisis mode.

So what’s the alternative?

Well instead of living in denial, start making plans for every role within your organisation.

Do what you can to reduce the likelihood of people quitting but prepare for the scenario in case it happens.

hope for the best and prepare for the worst.

The first and most important step is to create a Success Profile

Build a Success Profile for each role you have. Figure out what it is that each role really needs.

This type of work takes time and it’s not something you want to rush.

Also, make sure your recruitment process is clearly defined and thought through. Put in place all the standard documents you will need, such as job descriptions and applications forms.

There is plenty of work that can be done in advance of advertising a vacancy.

What’s The Upside?

One of the spin-offs is that you will form a deeper understanding of each job role and the people who are in that job role. This, in turn, can help prevent existing staff quitting in the first place.

By preparing the groundwork, there are a lot fewer tasks to be completed when in crisis mode. Let’s face it, the less we do in crisis, the better.

So when you do have to hire a new member of staff, you are halfway there already. The big decisions have already been made, such as, “what are we looking for in this candidate?”.

Now you can focus on finding candidates and processing candidates. The more time and attention dedicated to this component, the better.

Success Profile Builder

personality profiling box for success profile builder

PeopleMaps has launched a new service where we will analyse your job roles for you and build a Success Profile for each job role in your organisation.

As well as the usual skills and qualifications, we will also determine the personality types that are most likely to thrive in your work environment.

The reality is that some personality types will thrive in the work environment you are offering and some will always struggle, regardless of their skills, qualifications or experience.

So take some time (and a little money) to plan your largest investment. You would never spend thousands of pounds on a piece of equipment when in crisis mode, so why do it with the people you hire.

Prepare in advance, rather than lurch from crisis to crisis.

It is possible to avoid the trap that most fall into. Click here for details on how to build your Success Profile.

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