Risk Mitigation for Recruiters
The fastest way to eliminate placement risk is before it happens.
Old is gold, the 30 Steps by Tony Byrne, if you want to be the best!
Top 6 Reasons Recruiter Placements Fail — And How to Prevent Them
Poor Cultural Fit
Even qualified candidates fail when they can’t thrive in the team or environment.
Mitigation steps:
- Ensure the candidate meets their prospective manager and team to discuss culture.
- Confirm the candidate has experience in a similar culture or is willing to adapt.
- Ask the hiring manager to clearly explain the environment so expectations align.
Mismatch in Expectations
Candidates fail when the job doesn’t match what they thought they were signing up for.
Mitigation steps:
- Have the hiring manager clearly describe responsibilities and daily tasks.
- Confirm the candidate fully understands and accepts the work.
- Ensure the role won’t shift unexpectedly, and clarify conditions if it might.
Lack of Proper Onboarding
Weak or absent onboarding leads to early exits even for strong hires.
Mitigation steps:
- Make sure the client has a structured onboarding plan; help build it if needed.
- Follow up two weeks before and after the start date with both candidate and client.
- For notice periods >1 month, schedule touchpoints every four weeks.
Overstated Skills
Misrepresented or overestimated ability causes mismatches post-hire.
Mitigation steps:
- Get the client to do proper skills tests or practical evaluations.
- Discuss and plan any needed upskilling with budget and timeline.
Unclear Role
Evolving or shifting role requirements often misalign expectation vs reality.
Mitigation steps:
- Regularly confirm role definition with the client throughout the hiring process.
- If role changes are likely, suggest interim staffing or alternative solutions.
Personal Circumstances
Life changes can cause drop-outs even in great matches.
Mitigation steps:
- Discuss long-term stability and foreseeable challenges early.
- Prepare contingency options such as flexible working, phased onboarding, or remote work.
Our Hiring Process Removes Risk Before It Exists
Robust Prescreen & Matching
Verify skills, goals, compensation, culture and logistics before sharing any CV.
Interview Preparation
Prepare both candidate and client for every interview: agenda, criteria, next steps.
Candidate Debrief
Immediately after every interview, surface concerns and confirm enthusiasm.
Client Debrief
Focus on potential misfits; uncover objections early and solve them.
Clarify & Resolve Reservations
Broker conversations until all issues are resolved and references are complete.