Employee Recognition

One of the best quotes (and best advice) I have ever read regarding employee relations:

"Make your people feel important." Mary Kay Ash

Interviewing Candidates

Think about this for a minute-lets say you have an employee who works for you for a year and makes $40,000 a year. She is an entry-level accountant. Over the course of that year you have a number of people who collectively spend a significant number of hours training her. You may also send her to off-site training. It probably takes several weeks before she can work independently for an extended length of time. The point is, do the math-it probably does cost you at least $40,000 when she leaves after a relatively short period of time. It doesn't matter whether an employee is slinging hamburgers or performing brain surgery. When she leaves, you see a large investment walking out the door. To avoid this, make sure your interviewing process is first-class so that you will be able to hang on to your investment!

Thanks for reading.

Interviewing Candidates

Multiple studies have shown that the cost of replacing an employee who has left your company can easily amount to one to one and a half times the employee's base salary. For example, if a departed employee made $40,000 per year, then it will cost your company somewhere between $40,000 to $60,000 to replace him. That range seems way too high, doesn't it? However, it is accurate.



Let's review why next time.

Interviewing Candidates

From the company's perspective, why is the interviewing process so important? One of the obvious reasons is that the on-going success of the company depends upon hiring the right people. We all know this fact. However, management at many companies never calculate the cost of hiring the wrong person. Do you have any idea what this figure amounts to? Stay tuned...the amount may surprise you. Thanks for reading.

Interviewing Candidates

The candidate is probably taking notes during the interview-you as the interviewer should be taking notes also-listen attentively and record the candidate's responses to your questions. After the interview, take (15) minutes and review your notes, then rate the candidate before you interview another one. Sounds obvious, but many interviewers fail to do this. As a result, the candidates all blend in to one person in the interviewer's mind-confusion reigns!