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You may think you know the cost to your company by employing the wrong person or keeping the wrong person in a decision-making position.  The direct costs can be readily estimated within a reasonable range but the indirect costs are the ones that you may not have thought about and they are the ones that can adversely impact the success of your business.

The starting point in any recruitment effort is knowing what the business needs. This is not the same as a job description. It is a more detailed analysis of the objectives of the position that meet the company's strategy. Creating a position description will be a critical document to share with your recruiters so that you will be sure you get the candidates you expect to see.

Working with recruiters often results in unfulfilled expectations or less than optimum results for employers. Here are some suggestions from a former execuitve recruiter about how employers can get the most from their recruiters. These suggestions will help your recruiter do a better job and help to ensure that you get what you need.

Companies often admit that interviewing candidates is not one of their key strengths or they acknowledge that they aren't hiring the right candidate but are not exactly sure what they should be doing differently. We outline six basic considerations employers need to address when organizing the interview process and when interviewing potential employees.

When employers are going through a downsizing or restructuring and facing headcount reductions, they often let employees go without offering any job search help. If you are not able to offer outplacement support to executives, managers and experienced staff, we offer a low cost book that you can give to departing employees. It will be a lifesaver for them.