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Quick Overview * SB93513Q Show-It! 3-Panel Tabletop Display System * 6' W x 3' H display with three 2-sided bulletin panels * Simply remove from included fabric carry bag Wholesale Nike Roshe , open and use as single tabletop display * Perfect for trade shows, lobbies, professional offices, schools * Easily attach display materials with latch & key fasteners Wholesale Nike React Presto , tape, tacks or push-pins * 2-sided panels are grey on one side and blue on the other
Additional Information Manufactured In China Manufacturer Quartet Manuf Part # SB93513Q Model SB93513Q Shipping Dimensions 27" x 38" x 3.5" Expected Ship Date 5-7 Days Weight 12.6000 Warranty 100% Satisfaction Guaranteed UPC 718575935138 Locking Doors No Usage Indoor Number of Displays 3 Comes With Fabric carrying bag Board Color BlueGrey Board Layout 6' x 3' display with three 2-sided bulletin panels
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A typical small to midsized company doesn't have much fat so watching and controlling costs is an everyday part of life. One cost under routine scrutiny is the cost of recruiting. Most of the largest costs of talent acquisition are hidden in variations in new hire performance and management time spent on trying to do it yourself. Cost effective recruiting involves attending to these real costs, not just the direct cash outlays. In this article we will help you understand what is driving your cost of recruitment and help answer the question: "Is there a better and cheaper alternative?"
The Biggest Cost: Variation in New Hire Performance
The biggest cost an organization can incur in hiring is getting a poor performer. Hiring a person is not like buying a physical asset (like a PC) because the variability in new hire performance is so much greater. You may calculate that a Dell notebook will have a lower total cost of ownership than an HP notebook or vice versa; but you won't go far wrong with either brand. The same can't be said for hiring. It's easy to go very wrong with a hire and the costs of making a sub-optimal choice dwarf all the other cash costs involved in recruiting.
The obvious wrong hire is the one you fire or who resigns after a couple of months. All the direct and indirect costs of hiring and onboarding have to be incurred a second time to replace the failed hire. However, the largest cost to your organization is not the obvious failed hire; it's the poor hire that is slow to learn the job, never performs very well Wholesale Nike M2K Tekno , doesn't fit the culture of the company and is certainly not bench strength for the next level up. This type of person will cost your organization money month after month and most likely will become a turnover statistic.
So the CFO's number one question when looking at controlling hiring costs has to be "Are we reliably following the right hiring process to ensure that we are attracting and hiring only top performers?"
The Second Biggest Cost: Wasted Management Time The second biggest cost for organizations that don't have a specialized recruiting department is the cost of management time. Does the plant manager end up spending a couple of hours crafting a poorly written job placement ad instead of looking at ways to cut defects or improve productivity? Is the sales manager spending the afternoon sorting through 50 unqualified resumes instead of shadowing a rep on a sales call?
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