It's Hiring Time Again ... and That's No Joke!
With the recession finally behind us most employers are beginning to take a serious look at bringing new employees on board. But the hiring process can be a comedy of errors if it isn't planned properly. Most hiring managers have some pretty funny stories about the outrageous things that job candidates have said or done.
![I Don't Understand, I Texted my resume](http://ih.constantcontact.com/fs040/1106025357683/img/4.jpg?a=1109520141821)
The Bottom Line on Hiring
Can You Afford to Lose a Good Worker?
Turnover is a fact of life in every organization. But unwanted turnover costs organizations millions of dollars. The price to pay for making a bad hiring decision can run to 1-2 times an employee's annual salary.
For a company with 200 employees, an average annual salary of $50,000, and a 15% turnover rate the cost of turnover could result in costs of between $1,500,000 to $3,000,000 per year! Conversely, reducing turnover by 20% could result in a savings of $300,000 - $600,000 per year.
Triage To Reduce Turnover
There are steps employers can take to make sure they hire the right candidate for the right job. The process includes:
� Understanding Job Requirements
� Employing Innovative Recruiting Techniques
� Conducting "Air-Tight" Interviews
� Verifying Candidates' Backgrounds
� Matching Candidates to the Job You're Filling
In our work we help clients avoid costly turnover by making the right decision... putting the right person in the right position!
- Dr. Jan Ferri-Reed, President
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Resumes: The Best of the Worst
A hiring manager can get bleary-eyed pouring over a stack of resumes for an open position. But, every once in a while managers spot a resume that elicits a chuckle, if not outright disbelief! Careerbuilder.com, a job search website, conducted a survey of more than 2,600 managers which asked about "the most memorable or unusual r�sum�s" they had seen. Some highlights:
� One candidate was fired from different jobs, but included each one as a reference.
� Another candidate listed her dog as reference.
� One job applicant listed the ability to do the moonwalk as a special skill.
� Then there was the job seeker said that he would be a "good asset to the company," but failed to include the "et" in the word "asset."
� Another applicant listed an email address that had "shakinmybootie" in it.
Source:www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr653&sd=8/24/2011&ed=08/24/2011
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For more information about hiring the right person for the right job, please visit www.HowToHireSomeone.com, or to schedule your complimentary Executive Briefing for your team on The Hiring Dilemma - How To Hire Right Every Time and Increase Your Bottom Line, contact Kelly Hanna at 724-942-7900.
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The Last Word:
"I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies."
-- Larry Bossidy, former Chairman and CEO of AlliedSignal Corporation