This is a true story. The names and circumstances have been changed to protect the innocent.
You need a salesperson. You’re thinking, “who do I know? What about my nephew? He’s good with people. He’s got a great personality. He’s fun to be around. He’d make a great salesperson.” So you bring him in. You explain the position and job duties. He tells you how excited he is. The more excited he gets, the more excited you get. This is a great idea. You spend the money to get him a commission. He gets a computer. A desk. A phone. You pay for expensive training.
He returns, fired-up and exited. After two weeks, he says, “this isn’t for me.” And quits.
How much time and money went into this poor hiring decision? The hard-dollar cost in this scenario was $10,000. The “lost opportunity” costs (someone not being productive for up to 2 months inside of the company? Another $10,000. You don’t have to make these mistakes.
The following paragraph appears on AskAManager.org:
I had a job offer yesterday, which I accepted verbally over the phone. When the HR woman asked what my start date would be, I said two weeks after I receive the offer in writing. To which she replied, “We don’t do written offers.” What the heck? She then said, “I can repeat it back to you if you want to write it down.” I politely told her that I thought this was unusual, and that even an email with the details would suffice. She said they only do that for “very senior” people, but that she’d see what she could do.
Once of the components of a good PEO is assistance on recruiting and hiring. Click here for more info.