As you might have noticed, we used the plural form of a word in the title of this blog post. That plural word is “dangers.”
That’s because leaving a position open for too long doesn’t just carry one danger with it. It carries multiple dangers.
Organizations are often under the mistaken assumption that not filling a position right away is actually saving them money. In the minds of company officials, there is a cost savings associated with less overhead. At first blush, this might seem to make sense: no salary, no benefits, etc.
However, upon further inspection, that simply is not the case. Here are a few of the flaws connected with such an outlook:
- Other employees have to chip in to cover the duties and responsibilities associated with the position that’s being left open. That limits their effectiveness in regards to their own duties and responsibilities.
- A decrease in effectiveness results in a decrease in production. A decrease in production leads to a decrease in revenue generation and eventually, profit.
- Employee morale usually declines in the face of fewer workers and a greater workload. That also leads to less effectiveness and less production.
- Forget about how much money you think you might be saving. If having a person in the position earns the company more money than what it saves in having the position open, then the company is still losing money!
And that’s just if the employee who used to fill the position was a grade-B or grade-C employee. What if the employee was grade-A? Then you have more serious problems.
That’s because a grade-A employee brings considerably more value. That’s more value lost and more value that needs to be replaced—quickly.
But wait, there’s more! Here are even MORE dangers associated with leaving a position open for too long:
- Your competition could take advantage of the fact that the position has remained open. This is more likely if the position is an important, top-level one.
- If you leave a position open for too long and other top candidates in the market are aware of it, they might form a negative opinion about the organization. After all, why is the company having trouble filling the position? Is there something wrong with the position, the company itself, or both?
The rule for this type of situation is simple: the more important the position, the more quickly it should be filled with the best candidate available in the marketplace. This is where partnering with an experienced recruiting firm can pay dividends for organizations.
Recruiting firms work in the “trenches” day in and day out. They have relationships with the top candidates in the industry. They can identify them quickly and convince them to consider new employment opportunities.
When you work with a recruiter, you task them with the assignment of bringing the best candidates to the table. Then you choose the best one, fill the position, and stop losing production, profit, and employee morale.
Then, at least for the time being, you’ll be out of danger.
Find out more about how The Doepker Group can help you to attract, hire, and retain top talent. Click here for more information about our services for employers.