{"id":8,"date":"2017-08-03T00:18:22","date_gmt":"2017-08-03T00:18:22","guid":{"rendered":"http:\/\/www.profile-strategies.com\/blog\/?p=8"},"modified":"2017-08-04T14:55:28","modified_gmt":"2017-08-04T14:55:28","slug":"how-to-hire-the-right-employees","status":"publish","type":"post","link":"https:\/\/www.profile-strategies.com\/blog\/2017\/08\/03\/how-to-hire-the-right-employees\/","title":{"rendered":"How to Hire the Right Employees"},"content":{"rendered":"

\"\"<\/p>\n

Many people in the United States spend more time working than doing anything else. Workspaces turn into second homes and project teams become work families. Every workplace has a unique mission and company culture, but they all relate to a common goal: to be a great place to work.<\/p>\n

According to a report on 2016 global recruiting trends, Quality of Hire is the most valuable KPI, but only 32% of U.S. talent leaders today feel they are effectively measuring that metric. Too many organizations make crucial hiring decisions based on impressions rather than data. In today\u2019s talent landscape, employers cannot rely on the resume and interview as the sole sources of information on a candidate.<\/p>\n

IMAGINE \u201cBEN.\u201d<\/strong><\/p>\n

He\u2019s a seasoned sales professional that has excelled in his last few jobs. He submitted a polished resume with extensive sales experience, and he appeared to be a positive team player. His enthusiasm and expertise seemed the perfect fit to coach younger, inexperienced sales team members. With so much in his favor, Ben was quickly hired and joined the company as a new sales manager.<\/p>\n

FIVE MONTHS LATER…<\/strong><\/p>\n

It was obvious Ben was a bad hire. His energy faded, and he avoided working with his team members. He was extremely slow and inaccurate when working with numbers and data. Although he excelled in his last job as a salesperson, his skills did not translate to his new position as a manager. Recruiters had to go back to the drawing board.<\/p>\n

HOW DID THIS HAPPEN?<\/strong><\/p>\n

All too often, organizations rely only on resumes and interviews (impressions) to hire. By hiring Ben based only on impressions, the company suffered significant team damage, wasted time and lost profit. The Society for Human Resources management (SHRM) estimates that replacing a bad hire can cost up to five times that employee\u2019s annual salary. The actual cost of turnover varies from business to business, so we\u2019ve developed a cost calculator proven to help you understand how much employee turnover is costing your business.<\/p>\n