How to Hire Right

  • Benchmark to learn from the past - know what has worked (or failed) in past hires.
  • Gather information on candidates that is difficult or impossible to get elsewhere.
  • Consider "job fit" to the position, the team, the boss they work for, and your company culture.
  • Use objective data in the interview to avoid hiring based on gut, emotions, or because you liked a candidate.
  • Have an onboarding plan once you hire them to make a good first impression, starting with Day 1 and the days ahead.

The Results

  • Better candidates
  • Stronger hiring interviews
  • More objective hiring decisions
  • Reduced turnover and hiring costs
Hiring Assessments
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Wrong hires are costly.

Wrong vs. Right Hires
Wrong vs. Right Hires

According to the Society for Human Resources (SHRM) benchmarking data, the average cost per hire is $4,700. But many employers claim it is more - 3 to 4 times the position's salary.

The hard costs of recruiting (30-40%) combined with the soft costs (60%) of time invested by managers and HR professionals make it important to get it right the first time.

When 76% of surveyed managers admit to making a bad hire, the need for a system to support your hiring has never been more important.

Supplement your experience and instincts with objective data so the better candidate doesn't get away.

Employee Assessments and a hiring system are keys to reducing costs in hiring.

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