The Cost of Almost Hiring
Drive by Friday
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Drive by Friday –
What does the cost of almost hiring mean…
There’s a cost to a bad hire. Everyone talks about that.
But no one talks about the cost of almost hiring.
The recruitment sector is seeing it more than ever.
* Shortlists built
* Initial interviews done
* Second round interviews scheduled
* References checked
Then…
* “We might wait”
* “Let’s revisit in a month”
* “I’m just not 100% sure”
And so it begins - the role quietly drifts.
What “Almost Hiring” Really Cost
It doesn’t look dramatic initially and it doesn’t hit the P&L line immediately, but it does cost you more than you realise:
* Momentum and time
* Team morale
* Credibility in the market
* And often… the very candidate you wanted
Strong candidates don’t sit still. Particularly in niche sectors like Novated Leasing, Salary Packaging and Fleet Management.
If you hesitate, the market doesn’t.
The Hidden Impact
When a process stretches without conviction:
* Candidates start questioning the opportunity and organisation
* Hiring managers lose clarity on what they actually want
* Internal teams stay overloaded longer than planned
Then in the next quarter, the same conversation resurfaces - “We really need to fill this role.”
And so, it goes on and before you know it you are through 6 months without the resource.
Why It Happens
It’s rarely about the candidate.
It’s usually one of these:
* Internal alignment wasn’t locked in
* The brief wasn’t clear enough
* There wasn’t full commitment to hiring
* Or someone hoped a “perfect” solution might appear
Almost hiring often signals uncertainty — not lack of talent.
The Commercial Reality
In growth industries, delay is expensive.
Revenue roles not filled = revenue delayed.
Operational roles not filled = pressure compounds.
Leadership gaps not addressed = culture erodes quietly.
Almost hiring is slow leakage.
And leakage adds up.
The Question for You
Before you go to market, ask:
Are we ready to hire — or are we just testing the water?
Because the market can feel the difference and so can the candidates.
Be very sure before you wander aimlessly into the hiring process.
“If you’re not ready to hire, don’t go to market.”
Simpli-U is Hiring -
Make your CV all about ‘U’
and we will handle the rest!
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Blog — Simpli-U Recruitment Solutions
lorraine@simpli-u.com.au
Lorraine Singer
Director & Consultant, Simpli-U | Recruitment Solutions for the Novated Leasing, Salary Packaging & Automotive sectors | Australia-wide | Solutions all about ‘U’ (Clients & Candidates)