Hire2018-11-20T19:25:32+00:00

THE COST OF A BAD HIRE = $30-$70K

In a survey last year, 750 hiring managers gave themselves a collective C- for the quality of their hiring processes. That same group was responsible for hiring over 81,000 new employees in 2017. Yet the decision to hire is often the single most important decision we make in our organizations. So why do good hiring practices matter?

This isn’t news to most managers and recruiters. According to studies, 46% of new hires are terminated, leave under pressure, or receive significant disciplinary action and negative reviews within their first 18 months?** Bad hires have created a revolving door in our organizations that impact everyone:

  • It’s bad for employees: Hiring the wrong person can needlessly rattle their confidence.

  • It’s bad for managers: Managing a bad hire is exhausting and makes us skittish about re-hiring.

  • It impacts your team: A struggling peer is traumatic for morale and productivity.

  • It’s draining on HR: Exiting and rehiring employees saps energy and resources.

  • It cheats the organization: Bad hires cost your company in lost hours of productivity and expensive mistakes—not to mention recruitment fees, interviewing, and onboarding a replacement.

Define the Job, Find the Optimal Fit.

No matter what the role, your ability to select the best-fit for the job sometimes seems no more accurate than a coin toss. The PI Job Assessment helps you identify the behaviors and drives critical to on-the-job success so you can attract and hire the best fitting candidates and manage them to greatness.

WE PROVIDE X-RAY VISION FOR YOUR JOBS

It’s Time to Hire Smart.

The Predictive Index allows you to decode the complexities of your people and realize what drives workplace behaviors so you can ensure alignment, reach your team’s true potential, and achieve your business objectives faster than ever.

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“People show their true colors eventually. Uncover before you hire.” Kirk McMillan, Co-Founder PeopleSurge

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Whatever form development takes, the organization should make sure it’s meeting the needs of its employees and its managers. After all, employee development isn’t just a perk for the employee, it’s a perk for the company as a whole.

THRIVE ON YOUR OWN TERMS

Companies need to develop people faster, deepen their bench strength, and prepare leaders to lead a global workforce.