What Happens If Your Recruitment Gets Rotten?
The UK imports a large amount of its fruit and vegetables from sunnier climes.
Earlier in the year, UK supermarkets were forced to ration lettuce, courgettes, and broccoli after unseasonal flooding in Spain ruined the harvest. The supply chain ground to a halt and alternative supply had to be sought. Empty shelves are naturally disastrous for retailers, and happily, contingency plans clicked into place to ensure that our plates remained green.
To the disappointment of children across the land, normal service was swiftly resumed.
Thinking about the supply and nurturing of talent to the FMCG companies who supply our retailers, a similar parallel can be drawn. If one or two key people decide to leave at the same time, momentum can often stall across key projects, and there is always a danger of a “rot” setting in. People see these people moving on to better things, they have less inspiring people around them, and they may start thinking about leaving themselves if the void isn’t filled swiftly.
Companies have to demonstrate that they will do everything to keep their talent fertilised and flourishing. Yes, there will be an element of natural wastage, but if the replacements are worthy, everyone will continue to grow.
The problem comes when talent is not adequately replaced.
Great recruitment can stop the rot and even take an organisation to greater heights. That is the ideal. However, when not enough thought has gone into the process, it can easily be the case that the replacement is far from a good fit. They join and make the situation even worse, with the existing people thinking that their company doesn’t care enough (or isn’t attractive enough) to find someone who can do the job. They then inevitably leave, but the morale of everyone else is now at rock bottom. More people leave, and the rot has set in.
Getting the replacement right, at the first time of asking, is so important.
However, before you look for a successor, it is worth taking some time to consider why the person left in the first place. Was it all about their personal ambitions, or were there deeper factors at play. Hiring a great person to come into a rotten role is also not the best idea. Firstly, you need to ensure that the ground is fertile enough for them to make a difference.
We have been specialist FMCG recruiters for a long time now. The market has gone through all sorts of changes over the past twenty years, and the rate of change is not slowing. We have seen many people come and go from great employers and less than great employers. We understand why people “go rotten” and we advise our clients on how to provide the best possible conditions for growth.
However, we aren’t miracle workers. Even the best people “go rotten” every now and again. When this happens, you simply have to find the best possible replacement. That’s what we are here for.