The Hidden Benefits of Working With a Specialist Recruitment Agency
Hiring the right talent quickly and efficiently is a challenge many businesses face. While general recruitment agencies may focus on volume, specialist agencies deliver precision, expertise, and a tailored approach that saves time, reduces costs, and improves the quality of hires.
1. Saving Time Through Expertise
Finding the right candidate goes beyond posting a job and waiting for applications. A specialist agency understands the sector, its language, trends, and talent pool, so less time is spent sorting through unsuitable candidates, and more time is focused on engaging with those who truly fit.
"Great company to deal with! The team is always on hand to support and offer excellent guidance, making the recruitment process an enjoyable experience." – Head of Marketing, Roofing Company
2. Reducing Costs by Avoiding Bad Hires
A poor hiring decision can cost thousands in recruitment fees, lost productivity, and training. Specialist agencies like ours minimise this risk by prioritising quality over quantity, thoroughly vetting candidates, and presenting only the most suitable matches.
Research from the Recruitment & Employment Confederation shows a bad hire can cost between 1.5 and 4 times the annual salary. Partnering with a niche agency transforms recruitment from a potential expense into a smart investment.
3. Improving Candidate Quality
Specialist recruiters have deep networks within specific industries, often accessing candidates before they appear on the open market. This insider reach ensures that businesses connect with highly skilled professionals who may not be actively applying elsewhere.
"We had the opportunity to work with the team at the end of last year. They took the time to understand our requirements, organisation, and team environment, which greatly improved the recruitment process and candidate quality. They worked closely with our internal processes, provided regular updates, and ensured tasks were completed accurately and promptly. Candidates were well briefed and fully understood their roles. We collaborated to make successful placements, and the team continues to take an interest in both the candidates and our business. We have low turnover, but we would not hesitate to work with them again and highly recommend their service." – People & Culture, Manufacturing Company
4. Tailored Strategies for Each Business
Unlike generalist agencies that follow a standard process, specialist recruiters customise their approach for each client. From market mapping and salary benchmarking to interview coaching, they act as an extension of the company’s team.
5. Measurable Results
The impact of a specialist agency is clear in the outcomes. Companies working with niche recruiters report:
40% faster placements
50% lower turnover in the first year
Higher candidate satisfaction, boosting employer brand
These results don’t just save money, they improve efficiency and strengthen teams for long-term success.
Why Choose a Specialist Recruitment Agency?
Specialist agencies focus on connecting UK businesses with top talent in building products, construction, and technical roles. Retained recruitment models like ours ensure full investment in every placement, offering personalised service that generalist agencies cannot match.
Choosing a specialist recruitment partner like ours is not just about filling a vacancy and it’s a strategic investment in a company’s future.
Why Choose PRIMO? The Retained Recruitment Solution That Puts You First
When you’re hiring, you don’t have time for guesswork, flaky recruiters, or endless CVs that don’t hit the mark. You need structure. You need accountability. You need a guarantee.
That’s exactly why we at Rommbic created PRIMO.
PRIMO is our retained recruitment solution, designed to give your vacancy priority status, complete transparency, and full peace of mind. Unlike contingent recruiters who juggle dozens of roles and might drop yours if it gets tough, PRIMO means we commit fully to filling your role—start to finish.
What PRIMO Includes
With PRIMO, you get a clear, five-step process that keeps you in control and ensures the right person joins your team.
1. Gathering Knowledge
We dig deep into your vacancy, your culture, and your company
We create and sign off job specs
We set deadlines, feedback meetings, and create candidate packs for stakeholders
2. Talent Attraction
Multi-channel approach: job boards, database, social media, and industry referrals
Headhunting, not just advertising
Three-stage screening (telephone → video → full candidate pack)
3. External Screening
You interview; we support with structure and questions if you’d like
References carried out by us
4. Onboarding
Pre-induction video meeting with stakeholders and your new hire
Induction plan support to minimise dropouts
Optional skills assessments and reports
5. Employment & Retention
Monthly update calls with you and the candidate for six months
6-month guarantee: if the candidate leaves, we restart the whole process—free of charge
Why Retained Recruitment Works Better
Here’s the truth: contingent recruiters only get paid if they win the race. That means your role competes for their attention with every other vacancy on their desk. If it looks tricky, it gets dropped.
PRIMO flips the script:
Your role becomes our priority project
We dedicate time, resource, and expertise from day one
You get a true recruitment partner, not a CV pusher
And because PRIMO is spread across three staged payments, the commitment works both ways—you know we won’t walk away, and we know you’re serious about hiring.
Refunds & Guarantees That Protect You
We back ourselves to deliver, so you don’t take on the risk.
Full Refund – If our candidate packs don’t meet expectations and you don’t select anyone for interview by the agreed deadline, you’ll get your money back
6-Month Replacement Guarantee – If your hire leaves within six months, we’ll run the entire PRIMO process again to find you a replacement
Break Clause – If we can’t reach offer stage within four months, you’ll be refunded for that role
In short: you get priority recruitment with a safety net.
The PRIMO Advantage
With PRIMO, you don’t just get a hire—you get: Priority treatment with a dedicated consultant. A structured, transparent process from day one. Candidate packs with real insight, not just CVs. Ongoing support long after the offer letter is signed. A six-month guarantee backed by refunds and replacements.
This isn’t recruitment roulette. It’s a guaranteed partnership designed to deliver the right person—and keep them.
Ready to fill your vacancy the smart way? With PRIMO, Rommbic works as your recruitment partner, not just a service provider. Let’s find your next specialist together.
The True Cost of a Bad Hire in UK Building Products
Hiring the wrong person isn't just a minor inconvenience, it's a strategic misstep that can have far-reaching consequences. In the building products sector, where relationships, industry knowledge and work ethic are paramount, the impact of a bad hire is magnified. Let's delve into the tangible and intangible costs associated with such hiring decisions.
In this blog we’ll dive into the impacts that a bad hire can have on a business in the UK construction products space.
Financial Implications
The financial repercussions of a bad hire are significant. According to recent analyses:
Recruitment and Onboarding Costs: The Recruitment & Employment Confederation (REC) estimates that a bad hire at mid-manager level can cost a business more than £132,000 in the UK. This encompasses expenses related to recruitment, training, and onboarding
Lost Productivity: A poorly matched hire can slow team and management productivity, requiring additional time and resources to manage performance or reassign tasks
Wasted Salary and Benefits: Paying a salary to an underperforming employee without the expected return on investment is a direct financial loss. As well as costs associated with company car, car allowance, laptop, etc.
Extra recruitment fees: if a candidate is removed (or leaves) outside of the rebate period offered by a recruitment company, a cost is incurred for replacing them
Operational Setbacks
Beyond the immediate financial costs, operational disruptions can be profound:
Project Delays: In the building products industry, timelines are critical. A mis-hire can lead to missed deadlines, affecting project delivery and client satisfaction
Quality Control Issues: Inaccurate work or oversight can result in defects, leading to rework, increased costs, and potential damage to the company's reputation
Safety Concerns: Especially pertinent in construction-related roles, a bad hire can compromise safety protocols, leading to accidents or compliance issues
Impact on Team Dynamics
The ripple effects of a bad hire extend to team morale and cohesion:
Decreased Morale: Colleagues may become frustrated with the underperforming individual, leading to disengagement and potential turnover
Increased Workload: Team members might have to compensate for the shortcomings of the new hire, leading to burnout and decreased productivity
Cultural Misalignment: A hire that doesn't fit well with the company's culture can disrupt team dynamics and collaboration
Strategic Considerations
In the current UK employment landscape:
Economic Uncertainty: With economic pressures and rising payroll taxes, businesses are under increased scrutiny to ensure each hire is a strategic fit
Competitive Labour Market: The demand for skilled workers in sectors like building products remains high, making the cost of a bad hire even more detrimental
Long-Term Implications: The effects of a bad hire can linger, affecting long-term projects, client relationships, and the company's reputation in the market
How PRIMO can help mitigate the risks
To minimize the chances of a bad hire:
Candidate Packs: Get a 360 view of candidates prior to interview to reduce time wasted with irrelevant interviews
Interview support: Structured guides, presentation outlines, and expert input to reduce bias and improve consistency
Extra vetting: Skills audits, reference checking, Disc assessments
Split payment terms with fixed fees: Transparent costs with payments split to help with cashflow
Live Listing: A central space where candidate packs are uploaded for clients to review in their own time, with live feedback and market insights
In conclusion, the cost of a bad hire in the building products sector in the UK is multifaceted, encompassing financial losses, operational disruptions, and impacts on team dynamics. By adopting rigorous hiring practices and fostering a supportive onboarding process, businesses can mitigate these risks and ensure sustained success in a competitive market.