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Digital Recruitment Requires a New Approach

Digital Transformation

Rising Costs of Digital Recruitment Require a New Way: Hire, Train, Deploy

It’s no wonder that companies groan when it’s time to make a round of new hires. New employees take time and money to come by. They also take a great deal of work to onboard and train on internal procedures. Digital recruiting takes so much focus away from your every day work, in fact, you might find yourself putting it off for far too long, and leaving positions unfilled that could be put to use.

But what if there was a different way to accomplish your recruiting goals?

Do You Know How Much Time and Money You Spend Finding New Talent?

Recruiting is expensive, and not all of that cost comes from new salaries. You lose a lot of time finding outside hires, interviewing them, and training them on internal systems and practices.

The true costs of recruiting often go uncalculated by companies. Imagine if you didn’t add up ROI on investments or sales?

  • Hiring for an open position costs employee time: From HR to manager interviews, you’ll have work hours lost to recruitment tasks.
  • Hiring in the digital landscape means a great deal of effort testing a new hire’s abilities and aptitudes.
  • Making a mistake in hiring and having to train up, or retrain, a new hire costs you even more lost productivity.

You Shouldn’t Worry About Finding Trained Talent

Do you know how much time your employees spend onboarding a new hire? Not only are they giving them directions to the copy room, they’re also teaching them new skills and methods for doing the work at hand. And what happens to your long-term employees’ workload when they’re spending hours in training sessions?

“Training an employee is not free, and is often relatively expensive,” points out Julie Silard Kantor in a Huffington Post article. “Training seminars and classes can cost a business thousands of dollars, and they can also result in the understaffing of other departments, as training sessions will often need to be led and monitored by other employees of the company. This can result in lowered productivity, and as Zane Benefits, points out the overworking of other employees making up for those who need to conduct training.”

Instead of tasking internal employees with onboarding new hires, put the burden of education on a long-term partner — a partner to your employees and their education.

A New Approach: Hire, Train, Deploy

With Cognixia’s continuous learning approach to training, we not only meet the ongoing educational needs of talented workers in a range of employment sectors, but we also form a long-term relationship with that talent. It’s this relationship that keeps working to future-proof your company, by enhancing their natural abilities.

Our JUMP program allows us to connect and foster success in digitally native talent. Not only do we find great employees with aptitudes within the tech sector, but we also train them on emerging technologies — something both employees and companies require. But our efforts don’t end at educational initiatives. We are able to match trained employees with employers they want to work for, and then make the match as full-time consultants who continue learning and working at the same time.

Our long-term relationship means a future-proofed workforce that companies haven’t lost time locating, hiring, and training. We’ve handled all that for the employer. At the end of their consultation time, employees have the chance to become hired on as regular employees — with all the skills and knowledge of internal workings of the organizations they’ve been working with. The new workforce is deployed out to a company they’re invested in for the long haul.

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