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Table of Contents
Foreword by Frank G. Risalvato
Introduction: Curbing the Executive Exodus
Pothole # 1: Hiring as an Event (Versus a Consistent Hiring Philosophy)
Pothole # 2: Mistaking Money for True Compensation . . .
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Forward By Frank Risalvato
Each week at my office I receive a blizzard of emails along with dozens of callsranging from recruiting software vendors, to those seeking some type of endorsement …
on through to recruiters calling from other recruiting firms trying to recruit me. If I did not obtain amusement from it all it would be an annoying nuisance
Brief Excerpt
Hiring a merely mediocre employee can be costly. Hiring the first available employee instead of the best available can be even more so. How costly? The Wall Street Journal reports the total cost of executive employee turnover ranges from a low of 50% to 60% (The Hay Group) to 100% to 150% (Hewitt Associates) of the employee’s yearly salary. These expenditures include training costs associated with new hires and the price of recruiting efforts required to replace employees.
Introduction
Ever feel like there’s a hitchhiker in the corner office?
Do you often wonder if that cavalier young executive or leader who never decorated his walls with credentials or degrees is just killing time? Do you ever find yourself showing up a little early in the mornings just to see if that pricey corner office has been cleaned out?
Pothole #1
Bump!
Splat!
Bang!
Did you feel that? It’s our first pothole down the long and winding road known as the hiring highway, and it’s a doozie. But it’s good we’re getting it out of the way first because Pothole # 1: Hiring as an Event (Versus a Consistent Hiring Philosophy) is a good analogy for how many of us think about the recruitment process.And make no mistake; hiring is a process.
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