Performance for Your Recruiting

1.    Hire Performance Costs nothing to try the service and assess value.
2.    All fees are contingent upon hire.
3.    The time period it takes to fill the position HR can focus on keeping employees happy rather than sourcing and recruiting
4.    Time spent on recruiting.
5.    Gain in profits / Gain in revenue per engineer hired.
6.    Management can focus on keeping employees happy and new business rather than sourcing and recruiting.
7.    Hiring the best creates a profits.
8.    Improved recruiting creates substantively more visibility for company through free public relations –
This is very targeted, focused public relations as the candidates interviewed work directly within the client pool to whom you are marketing.
9.    Improved recruiting creates more business as new employees bring new contacts and opportunities.

Detriments of Recruiting

1.    Lost revenue due to management time focused on hiring, managing customer expectations, counseling employees
2.    Proper hiring reduces turnover.
3.    Cost of a wrong hire wastes valuable management time.
4.    Morale costs: employees feel demoralized when their company can’t staff critical openings.
5.    Time wasted re-recruiting for positions that result from employee turnover.
6.    Cost of recruiting should be amortized over the life of the candidate to reveal true cost.
7.    Turnover created by impression that company is not focused on growth Referrals obtained
from existing employees generally adds at least 1 more employee
over the tenure of the candidate.
8.    Employees that turnover recruit their ex-coworkers.
9.    Hiring marginal candidates creates less profit or business loss 100% staffing with top
candidates propagates client expansion and new business opportunities.
10.   Lack of effective staffing impacts new marketing initiatives.
11.   Turnover affects customer impression Inability to deliver superior service impacts reputation.
putation.