哈佛商业评论指出，高达80％的员工离职是由于糟糕的聘用决定引起的。一个错误的招聘决策导致两倍以上的聘用成本，即聘错每年10万美元年薪的人的成本可能会给企业带来高达250,000美元成本（资料来自力资源管理协会（SHRM）
根据Robert Half最近的一项对1400高管调查显示，三分之一（36％）认为最主要导致聘用错误的因素是一个技能的错误搭配，这还没有考虑到一般的工作表现问题。第二个最常见的原因（30％）不清楚工作的目标。
雇对人对一个公司是至关重要的。这不仅关系的业务的成败，还有你能否获得市场上的顶尖人才。
五个做到更好聘用的原则：
1.知道你想要什么：不停留在过去的工作描述中，因为机会和角色都发生了变化。重新审视你的需求，你想添加到您的团队的技能。详细职位描述将有助于减少不合格的申请人。
2.寻找的无形资产：应聘者的技能不仅限于技术的能力 – 这也包括他或她如何工作在一个协作环境中工作。用人单位不考虑软技能-领导能力和沟通能力是错误的，可能自己给自己挖了坑。
3.建立个人关系：招聘不仅仅是确定一个好的简历或轮廓 – 它涉及到和申请人的交谈，建立和谐的关系。在面试，让您更深入地了解申请人的资格，同时也评估他或她是否是一个适合你企业文化的员工。
4.使用所有的资源：虽然你可能最有发言权，招聘不应该是一个独奏的努力。利用您既有的工具，在你的现有公司 – 例如，人力资源可以帮助工作描述总结，你的员工可能能够提供介绍好的员工。
5. 让您的最佳选择赞叹： 在任何经济活动中，人们在高需求的买方情况下可能有多个工作机会。你需要证明他们为什么要选择你的公司而不是你的竞争对手。推销为你的公司工作的好处和福利，提供了一个回报方案理想上是比市场高的工资。
The Harvard Business Review points out that as much as 80% of employee turnover is due to bad hiring decisions. A poor hiring decision for a candidate earning $100,000 per year could cost, on average, $250,000 according to Society for Human Resources Management (SHRM).
A recent survey by Robert Half showed that one-third (36%) of 1,400 executives felt the top factor leading to a failed hire, is a poor skills match. This does not take into account general performance issues. The second most common reason (30%) was unclear performance objectives.
It is crucial for companies to improve the way they recruit. This is essential to not only the success of your business, but also the way you acquire top talent in today’s market.
Companies are working with Robert Half International who specializes in 7 different line of businesses, and we consistently help hiring managers identify the appropriate candidate for the needed skill set.
Here is the full article: The Cost of Bad Hiring Decisions Runs High
Five Tips for Better Hires
1. Know what you want. Don’t recycle past job descriptions because chances are the role has changed. Take a fresh look at your needs and the skills you’d like to add to your team. A detailed job description will help reduce the number of resumes you receive from unqualified applicants.
2. Look for the intangibles. A candidate’s skill set isn’t limited to functional abilities – it also includes how well he or she works in a collaborative environment. Employers that don’t take soft skills such as leadership and communication into account may set themselves up for a bad match.
3. Make a personal connection. Hiring is more than just identifying a strong resume or profile – it involves having conversations with applicants to establish a rapport. Interviews, for example, allow you to delve deeper into an applicant’s qualifications while also assessing whether he or she is a fit for your corporate culture.
4. Use all your resources. Though you may have the final say, hiring should never be a solo effort. Take advantage of the tools available to you at your organization – for example, human resources can help with the job description, and your employees may be able to offer referrals.
5. Woo your top choices. In any economy, people in high-demand may have multiple job offers. You need to show them why they should choose your organization over a competitor. Sell the benefits of working with your firm, and offer a compensation package in line with – or ideally, above – market rates.
