Ethan Allen Workforce Solutions

Organizations are staffing up for the holiday rush, and the competition is leading them to cut corners to move faster.

Although hiring quickly is important, it can create long-term costs, reduce production quality and volume, and cause friction on your team.

Over time, these costs add up, sometimes so much that it can cancel out the benefits of moving fast in the first place.

You need to grow and you need to be able to backfill when team members move on, so what can you do?

We discussed these challenges and some of the clever ways organizations are recruiting top talent without cutting corners:

[link to blog post]

Organizations try to shorten recruitment cycles because they feel the urgency to backfill or to grow their team.

However, this doesn’t mean that rushing things is the best approach.

In fact, cutting corners can end up costing you more, as you make the wrong hire and lose productive cycles.

The key is finding balance. We created a resource that allows organizations to estimate the costs of a bad hire versus a long-term absence: https://eaworkforce.com/workforce-cost-assessment/

The average time to hire is 44 days. Most organizations aim to move much faster than that.

But hiring faster isn’t the same as hiring well. What if you make a hire in under 44 days by skipping some steps, and then the hire isn’t up to the challenge?

All the benefits of getting a person on the job faster are undone by lowered productivity, hits to team morale, and extra resources for training.

Worst case, you end up needing to hire someone else, and the clock starts over.

Our new comparison worksheet allows you to predict how much a missed hire costs and compare that to the cost of a long-term absence: https://eaworkforce.com/workforce-cost-assessment/

Which costs more: a bad hire or an extended vacancy?

The answer isn’t as straightforward as you may think.

Extended vacancies often burden teams with overwork, hurting both productivity and morale.

But bad hires can lead to costly errors, rework, wasted materials, and wasted supervisor time correcting mistakes.

Both are cost centers, and it’s important to weigh them as such when making strategic workforce decisions.

Read our latest article for our tips on navigating this hiring challenge: https://loom.ly/l-zWGu8

The Cost of a Bad Hire: It’s More Than You Think The cost of a bad hire is often more than leaving a position open for too long. Here are some of the reasons why, and how to avoid it.

One of the biggest hiring misconceptions we hear is 'hiring can wait until the end of the year'.

In reality, September is one of the best times to bring on new talent. Summer vacations are winding down, candidates who paused their job search are becoming active again, and employers still have time to build up their team before the holiday rush.

Waiting until November or December often means competing with year-end hiring, tighter timelines, and a smaller talent pool.

If you're hoping to hire before the end of the year, you need to start now.

Question: Does your organization typically ramp up hiring in the fall, or do you wait until the end of the year?

This 9/11 Remembrance Day, our thoughts are with everyone affected by the events of that tragic day 25 years ago. Never forget.

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Labor Day celebrates the contributions that working people make every day. No matter what their job, experience or schedule, workers keep everything going.

We appreciate what you do. Happy Labor Day. Have a happy and safe long weekend!

An open position isn’t just an HR problem. It’s a growth problem.

The longer a role sits unfilled, the more pressure it puts on your team, your operations, and your ability to take on new work.

Our latest article explores the hidden costs of employee vacancies—and the hiring problems that allow them to linger.

https://eaworkforce.com/employee-vacancies-stunt-business-growth/

More applications don’t always lead to better hires.

Job boards can leave employers sorting through hundreds of responses while the right candidates never apply.

That’s where an established talent network makes a difference.

We connect employers with pre-vetted local candidates who have the skills and fit to succeed—without starting the search from scratch every time a role opens.

Learn how we help: https://eaworkforce.com/request-a-job-order-review/