LinkedIn Social Media Branding for Companies & Leadership
LinkedIn Social Media Branding for Companies & Leadership By: Stacy Kelly, Vice President –...Read More
Finding good people is one of the toughest challenges for business owners and managers. Turnover has an immediate and often devastating impact on the bottom line. For example, if you have a sales force of five people, each represents 20 percent of your potential annual revenue. If one or two leave, there’s a good chance you won’t make your yearly goal. Every employee’s contribution counts.
A growth-oriented company requires a very special team to realize its full potential. To succeed, the business must be incredibly adaptable and make sustainable decisions. The kind of employee who thrives in this environment is not easy to find. Yet, we tend to make hiring decisions too easily as if they are an easy asset to not only identify, but acquire.
3 Questions You Should Ask to Evaluate the Effectiveness of your Hiring Process:
Companies need to understand the true cost of a bad hire in order to determine how to budget for the recruiting process.
Don’t cheat yourself here – for your company, there is no more important decision than making the right hire, and the search process is critical to that decision. The opportunity cost (of failure) is far too great – and for small and middle market companies, that opportunity cost is magnified by the precious time spent “not making” progress on an essential role that needs to be filled that you can never get back.
Why does the typical process fail so often?
If you see anything in the above six reasons for hiring failures that reminds you of your interview or hiring process, it’s time for some changes. I am always available if you want to reach out and discuss ways to ensure future successful hires.
About the Author: Donald J. Zinn is Senior Vice President – Executive Search and a senior member of the StevenDouglas search team. Don helps clients in NYC, Westchester, Southern CT, NJ and all over the USA to scale their organizations by identifying and landing the right talent in their quest to find the very best business leaders for their organizations.
He focuses on helping early stage, middle market, and fast-growing companies build optimal and functional leadership teams with a focus on creating scale. Don holds a BS in Industrial & Labor Relations from Cornell University and an MBA from New York University. For more information, please visit www.stevendouglas.com.
About StevenDouglas: StevenDouglas, a leading boutique search and interim resources firm, has been a recognized leader in identifying and providing access to top talent for corporate clients since 1984. Our client base is industry agnostic and ranges from start-ups and emerging middle-market to Fortune 500 companies and public, private and private equity owned firms.
Our Firm has been ranked by Hunt Scanlon’s as the #1 executive search firm based in the state of Florida, the #2 firm based in the Southeast US, and the #29 in the country. StevenDouglas has also been ranked by the South Florida Business Journal as the #1 Search firm in South Florida.
Contact Don at:
Don Zinn, Senior Vice President – Executive Search
520 White Plains Road, Suite 500, Tarrytown, NY 10591
Office 914.930.6846 | Cell 914.325.5577
E-mail [email protected]