The cost of getting a selection wrong
Placing a resource not in line with the requirements of the position can be a major problem for organizations: both because it represents a cost, in terms of money and time, and because it can be a source of frustration for the person placed and for the organization.
Let’s look at the costs: the first concerns the process of selection, writing and publishing the announcement, screening, interviews, evaluations, and contractual placement. It represents a cost both if the process is handled internally, because the time staff spend handling the selection process has a cost, and if it is outsourced, because it includes payment to a company providing the service.
Once the resource is in place, it will be paid for at least 6 months, possibly be trained (by other resources) and given benefits. Another crucial issue is the fact that if the resource placed is not suitable for the position then he or she will not be able to accomplish the tasks assigned to him or her and will not achieve the goals set, which equates to a cost both in terms of money and time, because someone else will have to take care of it.
Consequently, it will be necessary to manage this state of frustration, terminate the working relationship with the first resource and identify another one, trying to avoid the same mistakes: analyze what went wrong, develop a strategy, make the process operational and evaluate other resources again.
Relying on a professional in the field for selection is not a cost but an investment, a real reduction of expenses: it represents the possibility of not falling into a loop of costs and frustrations, since the result would be to have to start from scratch again trying to avoid the mistakes made in the insertion of a resource. Not only that, but delegating such a type of activity makes it possible to arrive quickly and directly at the last step, that of evaluating the shortlist of candidates and eventually contractual placement, saving the organization time and tasks to be performed.
