Rushed Recruitment: Is Filling That Vacancy Quickly Really Worth the Cost?

By Cherilyn Walthew | EASI NZ Employment Relations

New Zealand's unemployment rate reached 5.6% in the June 2026 quarter, but here in Central Otago and Queenstown-Lakes, the picture is quite different. 

According to Infometrics, the annual average unemployment rate for the year to March 2026 was just 1.5% in Queenstown-Lakes District (QLDC) and 1.3% in Central Otago District (CODC), compared with a national annual average of 5.3% over the same period. More recent figures show Queenstown-Lakes remained at 1.5% in the year to June 2026. 

For local employers, these figures reinforce something we already know. Finding good people can still be difficult, and when somebody leaves unexpectedly, the pressure to replace them can be enormous. 

But here's something I regularly encourage employers to consider. 

Is it better to have an empty position for a little longer, or employ the wrong person and deal with the consequences? 

The pressure to fill a vacancy 

I understand why employers rush recruitment. You're busy, your existing team is stretched, customers still need looking after, and you simply need another pair of hands. 

Then somebody applies who seems suitable. They've got some experience, interview reasonably well and, even better, can start immediately. 

It's tempting to make an offer and get on with running the business. 

But when recruitment becomes about filling a gap rather than finding the right person, that's where problems can begin. 

Important questions get missed, references aren't properly checked, and sometimes decisions are made because we like someone, rather than because we've established they can actually do the job. 

Being available doesn't necessarily make somebody suitable. 

What does a poor recruitment decision really cost? 

According to SEEK research released in June 2026, a poor hiring decision could cost a business approximately $20,000, with the estimated annual cost of wrong hires across New Zealand's small and medium-sized businesses reaching $911 million. 

That's a significant amount of money, especially for small businesses. 

And it's not just the cost of advertising and recruiting again. 

Think about the time spent interviewing, completing employment documentation, inducting and training somebody, and managing their performance if things don't go to plan. 

Then there's the impact on your existing employees. 

When somebody isn't performing or isn't working well within the team, others often pick up the additional workload. Frustration builds, productivity suffers, and workplace relationships can become strained. 

Employment issues can consume an enormous amount of management time that would otherwise be spent running and growing the business. 

And if the employment relationship breaks down, employers may find themselves managing a formal performance process, disciplinary concerns or a personal grievance. 

Suddenly, that quick recruitment decision doesn't look quite so inexpensive. 

Sometimes the most expensive employee is the one you hired because you couldn't afford to wait. 

Why an independent perspective matters 

One thing we don't always recognise is how much our own preferences influence recruitment decisions. 

We naturally connect with people who are similar to us, who share our interests or who make a good first impression. 

But the person who interviews brilliantly isn't necessarily the person who will perform best in the role. 

Equally, a quieter candidate who doesn't immediately impress might actually be exactly what your business needs. 

This is where an independent, impartial intermediary such as EASI NZ can add real value. 

Having somebody outside the business involved in recruitment helps reduce the influence of emotion, urgency and unconscious bias on the decision-making process. 

At EASI NZ, we can help employers clarify what they're actually looking for, develop appropriate interview questions, assess candidates consistently and ensure relevant reference checks are undertaken. 

Importantly, we also look at recruitment from an employment relations perspective. 

Are the expectations clear? Does the candidate genuinely understand the role? Is the recruitment process fair? Are the right foundations being established for a successful employment relationship? 

Because getting recruitment right isn't just about choosing a suitable candidate. It's also about setting clear expectations from the outset and giving both the employer and employee the best possible chance of a successful working relationship. 

Taking the time to get it right 

My advice to employers is simple. Don't let the pressure of an empty position push you into making a decision you're not comfortable with. 

Take the time to understand what your business actually needs, assess candidates properly, check references and be prepared to keep looking if the right person hasn't come along. 

And remember, recruitment doesn't have to be something you manage entirely on your own. Having an independent perspective can make a real difference, particularly when you're under pressure to fill a vacancy. 

At EASI NZ, we support businesses through the recruitment process, helping them make informed decisions and find people who are genuinely suited to their roles and workplaces. 

A vacancy might cost you money in the short term. The wrong appointment could cost you considerably more.