DIY recruitment can seem like an easy solution, especially for senior professionals who believe they can handle hiring through their personal networks or a quick posting on LinkedIn. This approach has a success rate of fifty/fifty at best; the problem is, for the 50% it works for they then think it’s easy.
This quick fix can, however, lead to deeper, often unseen, issues: poor staff retention and higher attrition rates. Why does this happen? and why does taking shortcuts in recruitment often results in costly mistakes down the road?
One of the primary reasons DIY recruitment is attractive is its perceived simplicity. Many decision-makers, with years in the industry, trust their gut or personal recommendations—”David, our trusted AD, said Johnny is a great creative director, so let’s hire him”—and skip the due diligence process. But this approach bypasses thorough vetting and the structured evaluations needed to ensure a long-term fit. The result? Companies end up hiring people who may be competent but aren’t the right fit for the business or its future goals.
It’s easier to say “yes” to a recommendation than to go through the sometimes uncomfortable process of saying “no” to a friend or colleague’s referral. This often leads to hiring based on convenience rather than strategy. You’re filling a seat, not building for the future. And that’s a key reason why retention rates drop—people hired through these informal processes may not align with the company’s long-term vision, culture, or growth: it was an open job and an open door.
DIY recruitment can often result in a panicked recruitment process. A role becomes vacant with no warning, and the scramble begins to fill it quickly by posting a couple of adverts on LinkedIn (other platforms are available, but this is the one that everyone turns to). Six to eight weeks pass with no success, and then that’s when the panic sets in. The company turns to recruiters in and in sheer desperation, speeds through the process and because its now so late in the day, they settle for a candidate that might not be ideal. The vicious cycle begins: hiring under pressure leads to poor retention because the person was chosen for immediate needs rather than long-term value.
Professional recruitment isn’t just about finding someone to fill a role—it’s about finding the right person who will grow with the company. It can be done, if it’s done properly though; companies like DRPG, Hyve Group, Inntel and Inzio are brands who I highlight regularly in my talks as having proper talent retention strategies in place, focusing on ongoing recruitment initiatives, open days, and a strong employer brand that attracts candidates aligned with their values and long-term goals. They don’t rely solely on external recruiters, and when they do, it’s part of a well-thought-out plan, not a last-minute scramble. Even they will use a specialist every now and again though (as I can attest to) but only when they need to pay someone to do something different to what they can do.
So, why am I, a recruiter, telling you this? Because I believe poor recruiters should be put out of business but it’s poor employers that keep this wheel turning. There’s enough demand for good recruiters who specialise in placing the right candidates for long-term success. DIY recruitment, while easy in the short term, often results in higher costs and lower retention in the long run.
By avoiding shortcuts and investing in a talent retention strategy, companies can ensure they’re not just hiring for today but for the future.
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About the author.
I’m Robert Kenward, Chief Talent Officer and creator of FitabilityⓇ.
I’ve been working in the recruitment, Live Events, Brand Experience, and Experiential Marketing space for over two decades. I’ve been a candidate, a client, and a recruiter.
This makes me well acquainted with the challenges you face and enables me to cover the entire talent spectrum above £60k.
I care deeply about my work and I’m generous with my time.
Get in touch if you’d like a new perspective on solving classic hiring problems.
07710 681980
Or book directly into my diary HERE to see how I can help you attract, select and retain your next senior hire.
