Hiring the wrong person costs a bomb!
It is estimated that it costs three times the employee's salary for each bad hiring decision. Did you know that 80% of these mistakes are made during the interview process?
- Are your people really your greatest asset? If not, why not?
- Any mistakes in your interviewing processes?
- How much is this costing your business TODAY?
People are your greatest asset.
They can also be your greatest 'liability'.
If getting it wrong costs three times annual salary, then what does
getting it right bring to your business?
How do you sift through average applicants to find and appoint achievers?
How do you ensure you have the right people performing the right roles?
The first step in creating a high-performance culture is to recruit achievers.
Your recruiting process determines which side of the balance sheet
your people sit on.
Ensure your people are your assets.
Knowledge is power.
Under pressure, managers can get it wrong.
Either you are a 'man down' or you are part of a growing team. Either way, you
and your team are stretched. This is why hiring managers can make 'knee jerk' hiring decisions. When you feel stretched, it is tempting to take short cuts.
Yet time and again we hear about the headaches this causes in the long run.
Hiring the wrong person is a pain – not only for you but also for your team,
your stakeholders and your suppliers.
So, take 4 minutes and get it right.
Once you know, you've got the power!
Watch, learn and go!
In 4 minutes you are better equipped to make the right decision today.
Think of great organisations. They have an attractive employment brand underpinned by solid recruiting processes. Their interviewers are equipped. They know the difference between 'skills and behaviours'. They know how to ask probing questions and they know what not to do in an interview!
In short knowledge bites, empower yourself to become a pro recruiter, to overcome your unconscious biases and select for the right fit. From a name that "looked good on paper" to a valuable team addition.
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