The costs of imprecise talent selection are staggering. Dozens of studies consistently identify the cost of turnover to be somewhere between 25 and 200 percent of annual salary, and studies of even minimum wage-level workers show that turnover costs average more than $9,000 per exiting employee (Employee Turnover – A Critical HR Benchmark, Employment Policy Foundation, 2002). Multiply these costs by 20, 40 or 400 exits each year of ill-hired employees, and it’s not a pretty picture.
Every new hire will ultimately contribute either to moving your business forward or to holding it back. So, why handicap your organization's competition for talent by not exploiting the most advanced process available for selecting the strongest candidates and for avoiding costly selection errors?
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