The cost of delay - Why unfilled roles quietly drain performance

In the events industry, timing is everything. We obsess over timelines, run sheets, milestones and deadlines, yet one of the most damaging delays in business often goes unmeasured and unnoticed: the delay in hiring.

At TES Recruitment, we see this pattern repeatedly. Unfilled or poorly defined roles don’t just slow delivery, they quietly drain business performance. Senior leaders step back into operational gaps, teams stretch beyond capacity, and client dissatisfaction begins to creep in long before it shows up in formal reporting.

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“Over time, I’ve learned that hiring delays are rarely neutral. When they’re not strategic, they quietly become one of the most expensive decisions a business makes.” John Gorton, Founder

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The Hidden Cost of Leaving Roles Unfilled

Many leaders underestimate the true cost of an unfilled role. On paper, it can look like a short-term saving. In reality, it creates a compounding drag on the business.

According to PwC Australia, workforce inefficiencies are a key contributor to declining productivity across Australian industries, particularly in project-based and professional services sectors. (Source: https://www.pwc.com.au)

In the events industry, the impact is amplified because delivery relies heavily on people, coordination and experience. When a role is left vacant or vaguely defined:

• Work is redistributed unevenly

• Decision-making slows

• Errors increase

• Delivery quality declines

The cost is rarely captured in a single line item, but it shows up everywhere else.

When Leaders Start Backfilling Roles

One of the earliest warning signs we see is senior leaders quietly stepping back into operational roles.

Initially, this feels practical. Leaders know the business, they can “just cover it for now”, and it keeps things moving. But over time, this becomes one of the most expensive behaviours in the organisation.

According to the Australian Institute of Management, leadership effectiveness declines significantly when senior leaders are pulled into day-to-day execution instead of strategic oversight.(Source: https://aim.com.au)

When leaders are backfilling:

• Strategy stalls

• Growth initiatives are delayed

• Teams lose clarity and confidence

• Leaders burn out faster

The opportunity cost of leadership distraction is enormous, and often invisible until momentum has already been lost.

Speak to one of our Advisors today about your hiring strategy

Burnout: The Silent Accelerator of Attrition

Another consequence of delayed hiring is burnout.

When roles remain unfilled, teams compensate. They take on extra responsibilities, work longer hours, and push through peak periods with fewer resources. For a short time, this can look like resilience. Over time, it becomes risk.

Safe Work Australia reports that work-related psychological injuries, including burnout and stress-related conditions, are increasing and represent some of the most costly claims for employers. (Source: https://www.safeworkaustralia.gov.au)

In events businesses, burnout doesn’t just affect wellbeing, it affects:

• Attention to detail

• Client experience

• Team morale

• Staff retention

What often starts as a delayed hire ends in the loss of a high performer, compounding the original problem in the first place.

Client Dissatisfaction Creeps In Quietly

Client dissatisfaction rarely arrives loudly. It creeps in quietly through slower response times, Inconsistent communication, reduced flexibility and small delivery issues that add up.

In highly competitive sectors like events, reputation is everything. 

When teams are stretched thin, even the most capable professionals struggle to maintain the standard clients expect. The damage often becomes visible only after contracts are lost or relationships are strained.

Why Hiring Delays Are Rarely Neutral

One of the biggest misconceptions we encounter is the belief that delaying a hire is a neutral decision.

It isn’t.

The problem is that many hiring delays are not intentional. They are driven by:

• Unclear role definitions

• Internal indecision

• Overloaded leadership teams

• Treating recruitment as an administrative task rather than a strategic one

This is where performance quietly erodes.

The Best-Performing Events Businesses Think Differently

At TES Recruitment, we work closely with high-performing events companies across Australia. One pattern is consistent: they treat recruitment as business critical.

For these organisations:

• Hiring is aligned to business planning

• Roles are clearly defined before they go to market

• Decision-makers are engaged early

• Recruitment timelines are prioritised, not deferred

This proactive approach accelerates the hiring process and ensures the right talent is in place quickly to drive the business forward.

At TES Recruitment, we spend significant time helping clients clarify:

• What success looks like in the role

• Where the role sits within the team

• What skills are essential vs trainable

• How the role supports business goals

Clarity upfront saves months, sometimes years, downstream.

Talk to us today

Recruitment as a Strategic Lever, Not an Admin Function

One of the most important mindset shifts for 2026 is this: recruitment is not an administrative function. It is a strategic lever.

In this environment, organisations that move slowly lose talent, not because candidates aren’t available, but because they are already engaged elsewhere.

Treating recruitment as business critical means:

• Making faster, more confident decisions

• Engaging specialist recruiters early

• Understanding market realities

• Aligning stakeholders before roles are advertised

How TES Recruitment Helps Reduce the Cost of Delay

At TES Recruitment, we specialise in the events industry because we understand its unique pressures, timelines and talent requirements.

We help organisations:

• Identify the true cost of unfilled roles

• Clarify and define roles effectively

• Engage the right talent quickly

• Reduce leadership distraction

• Protect team wellbeing and client outcomes

Our approach is consultative, not transactional. We work with leaders to understand the broader business context, not just fill a vacancy.

Unfilled roles don’t just slow delivery.They change behaviour, strain teams, and erode performance in ways that are hard to see, until it’s too late.

At TES Recruitment, we believe hiring delays should be strategic, never accidental.

References 

• PwC Australia – Workforce productivity and performancehttps://www.pwc.com.au

• Australian Institute of Management – Leadership effectivenesshttps://aim.com.au

• Safe Work Australia – Work-related stress and burnouthttps://www.safeworkaustralia.gov.au

• IBISWorld – Events industry insightshttps://www.ibisworld.com/au

• Deloitte Australia – Talent and business performancehttps://www.deloitte.com/au

• Australian Bureau of Statistics – Labour market datahttps://www.abs.gov.au

Onboard, Not Offboard: Why the Event Industry Must Rethink How We Set New Hires Up for Success

By John Gorton

The event industry is one of the most dynamic, fast-paced and high-pressure sectors in the world. We celebrate creativity, innovation, and human connection, yet when it comes to investing in the humans who power our businesses, we often fall short.

In recent years, one trend has become impossible to ignore: new hires across many (but not all) event organisations are being set up to fail. Not because they are lacking ambition, talent or drive. But because we are not onboarding them properly.

This is not a small oversight. This is a systemic issue, and one that is costing event businesses dearly.

In this article, I’ll break down why onboarding is failing, why it matters more than ever, and what event leaders can do today to fix it. At TES Recruitment, we’ve seen the consequences play out across hundreds of event businesses, and we’ve made it our mission to help companies stop losing great people before they’ve truly begun.

The Harsh Reality: Too Many New Hires Are Set Up to Fail

Let’s be honest. The way onboarding is handled in many event companies, especially for sales roles, is closer to sink or swim.

A new starter walks through the door (or logs in remotely) with enthusiasm, ideas, and high expectations. But within days, they are bombarded with targets, pressured to produce immediate results, and left trying to navigate complex processes, systems, and customer profiles on their own.

It’s not a lack of talent. It’s a lack of direction, structure, context and support.

The data is clear:

• Effective onboarding increases retention by more than 80%.

• Poor onboarding is one of the top reasons employees leave within the first 12 months.

• Replacing a salesperson can cost anywhere from 60% to 200% of their salary.

Still, many event organisations treat onboarding as a quick admin checklist instead of a strategic business function.

And the consequences ripple far deeper than short-term frustration.

Speak to one of our team

The Middle Management Gap: A Silent Crisis in the Events Sector

Across the event industry, we’ve witnessed a dramatic reduction in the number of middle management roles. On paper, this was meant to streamline operations and cut costs. In practice, it has created a critical gap in onboarding capability.

Middle managers have historically been the people who:

• passed on company culture

• explained the unwritten rules

• coached new hires through their first deals

• shared industry-specific knowledge

• ensured expectations were clear and achievable

• acted as the bridge between leadership and new employees

With fewer of these roles, and with many businesses promoting first-time managers to fill the gap, the flow of knowledge transfer has slowed to a trickle.

Sales managers in events today are often:

• newly appointed and still learning the ropes

• responsible for generating their own revenue

• spread thin across large teams

• lacking formal training in coaching or onboarding

• under pressure to deliver immediate results

• without a clear framework for developing new hires

It’s no wonder so many new employees struggle to find their footing.

The support structure that once existed simply isn’t there anymore.

The Cost of Neglect: High Turnover, Low Morale, Missed Potential

When onboarding is weak, the symptoms show up fast.

1. High Turnover

Employees leave within months, often before they’ve delivered a single meaningful result. This creates a revolving door of recruitment that drains budgets and disrupts customer relationships.

2. Low Morale

Those who stay often feel overwhelmed, confused, or undervalued, a mindset that quickly impacts performance.

3. Missed Potential

Some of the most capable people in our industry never get the chance to fully contribute. Their strengths are never unlocked, their creativity never seen, their impact never realised.

It’s heartbreaking to see passionate people burn out in their first few months, not because they were wrong for the job, but because the job wasn’t set up right for them.

Onboarding is Not Admin. Onboarding is Strategy.

This is the heart of the issue.

Onboarding is not:

❌ filling out forms

❌ IT login setup

❌ a quick welcome meeting

❌ a few product decks

❌ “shadow someone for a week and you’ll be fine”

Onboarding is:

✅ the foundation of performance

✅ the engine of retention

✅ the start of culture building

✅ a core revenue strategy

✅ the difference between mediocrity and excellence

If event businesses invested as much time planning onboarding as they do planning exhibitions and conferences, our industry would look radically different.

Think about it:

You wouldn’t run a major event without a schedule, a budget, contingency plans, a production timeline, and a team who knows exactly what they’re doing.

So why would we let our most expensive resource, people, start without the same level of structure?

The First 90 Days: The Most Critical Window

The first three months of any role set the tone for everything that follows.

In those early weeks, new hires decide:

• Do I feel supported?

• Do I understand my goals?

• Do I believe I can succeed here?

• Do I feel part of something?

• Does this organisation communicate clearly?

• Is this somewhere I want to commit long-term?

If the answer is no, they start looking elsewhere.

If the answer is yes, they become loyal, engaged, high-performing contributors.

The choice lies with us, the employers.

Why Event Sales Roles Need More Onboarding Than Ever

Event sales is uniquely demanding. It requires:

• deep product knowledge

• an understanding of market dynamics

• navigating complex decision-maker hierarchies

• excellent communication skills

• the confidence to handle high-value negotiation

• understanding previous show performance

• learning legacy processes and CRM history

• managing long lead cycles and relationship-based selling

That’s a lot to learn, and yet many new sales recruits are handed a target on day one with little more than a list of accounts and a CRM login.

When onboarding fails, it’s not the new hire’s fault.

It’s the fault of the business.

Why Event Businesses Are Struggling to Fix This Alone

Even though most leaders agree that onboarding is essential, many organisations still struggle to develop or maintain a robust process.

Common challenges include:

* lack of time

* lack of ownership

* inconsistent practices across teams

* poor documentation

* manager inexperience

* pressure to fill roles quickly

* limited training resources

That’s exactly why TES Recruitment exists. Recruitment doesn’t end at “you’re hired” and we believe deeply that the first 90 days determine your return on hire.

How TES Recruitment Helps Event Businesses Build Strong Starts

At TES Recruitment, we support event businesses not only in finding talent, but in ensuring that talent thrives.

We help organisations:

• build structured onboarding frameworks

• coach managers on leading new hires effectively

• create sales-specific onboarding journeys

• develop knowledge libraries and playbooks

• implement interview-to-onboarding pipelines

• ensure candidates don’t just join, they integrate and succeed

Our philosophy is simple:

If you don’t invest in the first 90 days, you will invest far more later, in recruitment, replacement, and repair.

A Final Thought: Onboard, Don’t Offboard

We talk a lot about talent shortages in the event industry. About how hard it is to find good salespeople. About how competitive the market has become.

And yet…

we’re losing brilliant people because we’re not giving them the foundation they need.

Hiring great talent is only the beginning.

Keeping them, developing them, empowering them, that’s where the real magic happens.

If we want stronger teams, better performance, and a healthier industry, we must stop treating onboarding as a tick-box exercise and start treating it as a strategic advantage.

Because the difference between a salesperson who becomes a top performer and one who quietly leaves within six months is rarely talent.

It’s onboarding.

Let’s give people the start they deserve.

And let’s build an event industry where new hires don’t just survive, they thrive.

Stop Underselling Your Event Business: Why Employer Branding Is Your Secret Weapon

After over two decades in the events industry, I've witnessed firsthand the evolution of our sector. From the bustling days of manual registrations to today's sophisticated hybrid events, one constant remains: our industry's reliance on exceptional talent. Yet, despite the dynamic nature of events and the outstanding individuals behind them, many event businesses still fall short in showcasing their true value to potential employees.

The Old-School Mindset: A Barrier to Attracting Talent

It's disheartening to see job advertisements and receive interview feedback from candidates that read like relics from the past:

• "Fast-paced environment; long hours expected."

• "Must be willing to go above and beyond."

• "You're lucky to be part of this team."

Such phrases not only deter potential candidates but also reflect a dated mindset. In today's competitive job market, especially within the events sector, candidates seek more than just a paycheck. They want to understand:

• Culture: What is the day-to-day environment like?

• Impact: How will their role contribute to the bigger picture?

• Team Dynamics: What makes the team excited to come to work?

The Current Recruitment Landscape in Australia

Recent data underscores the challenges businesses face in recruitment. According to the Recruitment Experiences and Outlook Survey (REOS) by Jobs and Skills Australia, as of March 2025, 45% of recruiting employers experienced difficulty filling vacancies. This figure, while an improvement from the 53% difficulty rate this time last year, still highlights significant challenges in attracting suitable candidates. (Jobs and Skills Australia)

Moreover, the same report indicates that up to 52% of recruiting employers were unable to fill their vacancies within a month as of March 2025. These statistics are not just numbers; they represent missed opportunities and potential revenue losses for businesses.(Jobs and Skills Australia)

The Power of Employer Branding

In an era where information is readily accessible, candidates conduct thorough research before applying. They explore company websites, social media profiles, and employee reviews to gauge the organization's culture and values. A strong employer brand can be the differentiator that attracts top-tier talent.

A compelling employer brand communicates:

• Authenticity: Genuine insights into the company's culture and values.

• Purpose: Clear articulation of the organisation's mission and how employees contribute.

• Growth Opportunities: Transparent pathways for career advancement.

Crafting a Magnetic Employer Brand

At TES Recruitment, we've assisted numerous event businesses in redefining their employer branding strategies. Here are actionable steps to enhance your employer brand:

1. Define Your Employee Value Proposition (EVP) Your EVP encapsulates what employees can expect from your organisation. It should highlight unique benefits, growth opportunities, and the overall work experience.

2. Leverage Storytelling Share stories that showcase your company's culture, successes, and employee experiences. Authentic narratives resonate more than generic statements.

3. Optimise Job Profiles Move beyond listing responsibilities. Highlight the impact of the role, team dynamics, and growth prospects.

4. Engage on Social Media Platforms like LinkedIn, Instagram, and Facebook are invaluable for showcasing company culture. Regularly post behind-the-scenes content, employee testimonials, and event highlights.

5. Solicit and Act on Feedback Encourage current employees to provide feedback on their experiences. Use this information to make informed improvements and demonstrate a commitment to continuous growth.

   
   

   The Road Ahead

   
   

   The events industry is poised for growth. The Australia event management market, valued at USD 16.4 billion in 2024, is projected to reach USD 45.7 billion by 2033. To capitalise on this growth, businesses must prioritise attracting and retaining top talent. A robust employer brand is not just a recruitment tool; it's a strategic asset that drives business success.(IMARC Group)

   
   

   Conclusion

   
   

   In the dynamic world of events, where every detail matters, your approach to recruitment should be no different. By investing in your employer brand, you position your business as a desirable destination for top talent. At TES Recruitment, we're committed to helping event businesses tell their stories compellingly and authentically. Get in touch with us to learn more about how to communicate and position your employer brand effectively.