Want to recruit less?…care more

recruit less...care more

Or at least show that you care more. A simple investment in helping employees develop and maintain good emotional health can be a sound investment that pays dividends because you do actually care.

Recruitment is a pain

Let’s face it. Recruitment is a real challenge. When you set out to recruit you have to spend time and effort describing the qualities you want from your ideal employee, develop recruitment strategies that attract and recruit that ideal employee and then you have to hold on to them. All that and still do your day job.

If you plan to recruit it requires forethought, strategic planning and effort…and it is costly. It is a necessary sign of a growing business. What if, however, that employee leaves? Then you are back on the recruitment merry go round hoping you recruit and retain better this time because the stress of short term unplanned recruitment is added to the costs.

How many employees have left you this year? If you had to replace them it cost you an average of £3000 each time.

According to a SHRM, 2016 Human Capital Benchmarking Report the average costs per hire for the UK was £3000. It is unlikely that 5 years later this has dropped.

What is your employer brand like?

In case that is a foreign term to you, your employer brand is like your product or service brand. It differentiates you in the employer marketplace. It says what you stand for and crucially how you treat your staff. This generation of young job seekers care about how they will be treated, how you treat your customers and how you treat others.
There may be a short term larger number of people looking for work in the next few months but as the economy recovers, quality employees that do not feel valued will soon either cast their eyes around and look elsewhere or, worse still, be headhunted by other employers wanting their talent.
How you treat them when they are working with you and when they are not working differentiates you as an employer of first choice. No wonder Glass Door, the site where employees rate their employer, is so popular.

Reasons people leave – Some stats

In a 2020 Employee Care Report by Limeade they found that 1 in 3 leavers left an employer because they did not feel their employer cared about them as a person.

1 in 4 left because they did not feel they were treated with dignity by the employer

1 in 5 left because their employer did not support their wellbeing and 47% of employees who disclosed a mental health problem in the workplace admit to having received a negative reaction. Remember stigma and shame are powerful away from motivators

Mercer’s 2018 Global Talent Trends survey showed that 1 on 2 employees would like to see a greater focus on well-being at their company

Stigma and shame are powerful away from motivators

Wellbeing as a focus

When you set up a business your idea was for a product or service that met the needs of customers. You had an idea that could help others. You did not set your organisation up with the idea that you would spend so much time thinking about the wellbeing of those that deliver the product or service. But you are having to spend more and more time doing so and if you don’t…well look at the stats above.

We see an increasing behavior in companies all over the UK and internationally where management ends up putting their focus on certain areas at certain times. End of year results really get a focus and in many organisations results are in focus all the time. Then when things are a little quieter wellbeing gets a profile and specific focus days are the result with yoga, mindfulness and any other, of the moment, idea

Here’s where I jump on my soapbox. Wellbeing, especially mental wellbeing, is constant. It is a continuous commitment and process that acknowledges ups, downs and everything in between. It does not come from a focus day, a bowl of fruit or a newsletter that highlights a couple of resources occasionally. It is an investment. It does require effort, time and money but it is worth it.

Return on Investment

£3000 the average cost of recruitment.

Cost of one annual employee license for Inner Calm £25

That is not a bad investment.

If you have not realised Inner Calm is Calm People’s own emotional health tech and it offers employers an opportunity to deliver awareness, choice and a toolkit of strategies and tactics that help individuals build and maintain their emotional health.
That sort of investment does not say “I care when I remember and have time.” It says “I care and I care about you as a human who has stuff going at work and outside of work.”

It also gives you access to a dashboard of anonymous data that helps you see your organisation progressing in its journey of emotional healthiness and plan any other interventions you feel are appropriate.

Your teams develop themselves. You get data. We think that’s pretty cool.

Try us out with our compliments and no obligation

If you would like to try us out we have a simple 3 step complimentary no obligation trial.

To see how it works and decide whether you want to try us out click here.

Alternatively, if you are sort of person that prefers a face to face discussion or you simply want to ask a few specific questions contact julian@calmpeople.co.uk


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