A few weeks ago my ex-husband called and asked for my help. He has a small business and has had a rash of turnovers in his now-open office assistant position.

He asked me how to find a good candidate with a guarantee they won’t leave in a year. I told him there are no guarantees in life and that, my friend, goes double when it comes to recruiting and keeping good employees.

I work for a professional staffing firm and the good news is that there are ample resources at his disposal that can increase his odds dramatically to find and keep an excellent candidate. For a moment, he was ecstatic until it hit him that expertise comes at a price. He reminded me he is a small business and does not have the money or the time to pay for that kind of help and he would just have to continue on his own.

At that, I left our conversation as I knew reality would hit him quickly.  A short time passed and the call came. "Time is money, stress costs money and the price of employee turnover can be astronomical, he lamented". He knew he was in over his head trying to be the recruiter he was not.

His “aha” moment came when I asked him why his clients pay him good money.  He rattled off his many impressive credentials, his years of experience and his extraordinary success at what he does. Once he got over himself the silence was deafening. I whispered “bingo”.

The desired results can be achieved but it simply does not always pay to do it on your own. It took my ex the high prices of employee turnover, being buried under a massive backlog and the heavy cost of his time to see that he was not getting the results he needed.

Fortunately, my ex’s “aha” moment came before he lost clients or his mind (or both) and he now sees that just like he expects people to seek and pay him for his expertise – so goes the same when looking and keeping great employees. Aha.

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