When searching for good talent in today’s tightening job market, hiring managers discover very quickly that they cannot afford to spend their effort, money, or time on people who do not have the ability or willingness to do the job. What is important, as Jim Collins says in the book Good to Great, is not just getting the right people on the bus but getting them in the right seats on the bus.
The goal of the interview should not be to hire the job candidate but to make sure there is a “job match.” Making a mistake in this area can range from a cost of two to three times the employee’s annual salary, according to most estimates. Also, the indirect costs of hiring the wrong person can be excessive time and attention by management, a damaged image of the company in the marketplace, and an adverse impact upon the morale of co-workers and associates.
The HR industry´s premier online community and resource for Human Resource professionals: HR, human resources, HR community, human resources community, HR best practices, best practices in human resources, online communities for HR, HR articles, HR news, human resources articles, human resources news, HR events, leadership, performance management, staffing and recruitment, benefits, compensation, staffing, recruitment, workforce acquisition, human capital management, HR management, human resources management, HR metrics and measurement, organizational development, executive coaching, HR law, employment law, labor relations, hiring employees, HR outsourcing, human resources outsourcing, training and development
hr.com.
human resources management resources for hr professionals. |
HR menus
|
HR events
|
HR Sitemap