Video Interview

Video Interviewing: Navigating Recruitment Success

So, you’ve brought a new software platform on board, you’re all set up – now what? The necessity to attain fantastic customer service is at its highest point during the use of any software platform. That’s why, after initial setup and implementation with Sonru video interviewing, our Client Success Team push this forward and start building on reputable service delivery throughout the recruitment process.

Rolling it Out Internally

We recognise that it’s not always so quick and simple to get everyone on board with a new idea or technology within your organisation. The Client Success Team at Sonru come equipped with guides, tutorials and training for all client departments to eliminate any worries or woes and to allow everyone to put their best foot forward from the very beginning. We have extensive experience getting Hiring Managers involved to facilitate their participation in the video interviewing process as much as you require. Sonru is not a one-shot service, but instead a flexible solution, adapted to our clients’ specific needs. We’re on-hand throughout the video interviewing process to guide you not only on how to usethe technology, but also on how to improve the process as you go along.

Candidates are not to be forgotten about either. We pave the way to make sure candidates have a smooth-running experience from the very start, and 95% of candidates would complete a video interview again! To eliminate the concerns that any candidates unfamiliar with the platform may have, we have a dedicated library of candidate tips ready to rock so that candidates have a pillar of support throughout their video interviewing journey, too!

Supporting Seamless Recruitment

Apart from designating a Client Success Manager to our clients from the get-go, we also have a full team of 24/7 in-house support experts on hand via phone, email and live chat to guide all clients and candidates when they need. We recognise that time is of the essence and are very proud to have a committed support team who surpass all industry benchmarks for technical support response times.

Throughout the video interviewing process, it’s all eyes on you! Based on client feedback and evolving recruitment needs, we enhance the Sonru platform continuously, with all system upgrades provided at no extra cost.

It’s an honour as part of the Client Success Team to deal with a diverse range of clients across the globe, and to know that our every day aim is worthwhile in making them feel as comfortable, enthusiastic and excited as possible when using Sonru. Software as a service cannot simply be a once-off interaction with your provider. Our team is here to build relationships and nourish client partnerships throughout every step of the video interviewing process!


To Schedule your Sonru Demo please contact us here.

Francesco Roccuzzo, Client Success Manager at Sonru, weighs in on video interviewing rollout, support and getting the very best out of your Sonru video interviewing journey.

Dubai Airports Innovates Talent Acquisition through Sonru Video Interviewing

 
 

(pictured: Matthew Windett – Director Talent Acquisition with his team at Dubai Airports)

Dubai Airports, owner and operator of the world’s busiest international airport Dubai International, has signed an agreement with Sonru, the leading provider of video interview technology, to support the assessment of candidates seeking employment with the airport operator.    

“Innovation is central to Dubai Airports’ talent acquisition process and considering our growth targets for the coming years we had to move out of traditional recruitment practices and innovate our process for greater efficiencies. Sonru’s VI Solution will not only help us reduce cost per candidate but also improve our response times in first stage screening of applicants and live panel interviews. Through our innovative strategies, we will continue to be the best in business” said Matthew Windett – Director Talent Acquisition at Dubai Airports.

“I am pleased to Welcome Dubai Airports to Sonru and look forward to working with Matthew and his team” added Danish Haidri – MD MENA @ Sonru.

About Sonru:

Sonru is the trusted global leader and pioneer of automated online video interviewing for screening candidates.

Sonru enables recruiters to replicate a live interview by replacing early-stage phone, Skype or face-to-face interviews. Interviewers and candidates are not online at the same time. Forget about scheduling interviews, time zone restrictions, no shows and unsuitable candidates. With tailored screening questions, recruiters can immediately screen out candidates that do not meet their criteria, selecting only the most suitable candidates.

Meet the best candidates earlier in the process, assess their fit, personality, drive and motivation while saving time and money. 

For more information on Sonru please contact MENA@SONRU.COM or visit www.sonru.com

About Hamilton Resourcing:

Founded in 2009 Hamilton Resourcing’s mission is to bring latest Global HR Tech & Innovations to organization in the ME Region. Hamilton Resourcing also provides executive talent acquisition services, pre-employment testing with over 200+ certified assessments (psychometric, cognitive, Game-based testing, Integrity & Microsoft Office) as well as competency development solutions.

Hamilton Resourcing is the exclusive Middle East and North Africa partner for Sonru. 

For more information on Hamilton Resourcing please contact us on info@HR-Email.com or visit www.hamiltonresourcing.com

Fact or Fiction: Challenging Video Interviewing Misconceptions

Fact or Fiction: Challenging Video Interviewing Misconceptions

With video interviewing becoming a vital part of the recruitment process, it’s hard to believe that misconceptions around the technology still really do exist. The time has come to clear up any fictitious notions, as you cannot afford to be misinformed.

Recently Sonru’s Amanda Usher, hosted a short webinar where these misconceptions were addressed.

It will take just 15 minutes to find out exactly what Video Interviewing means for today’s recruitment industry and to gain a fresh perspective on the process.

Cleveland Clinic Abu Dhabi innovates recruitment with Sonru #HRSE16

Announcing our newest clients, Cleveland Clinic Abu Dhabi at Dubai's Human Resources Expo & Summit 2016 #HRSE16. Gavin Walford-Wright dropped by Stand C58 to collect their Innovation Award. 

Cleveland Clinic Abu Dhabi, part of Mubadala’s network of world-class healthcare facilities, is a multispecialty hospital on Al Maryah Island in Abu Dhabi, UAE.

Cleveland Clinic Abu Dhabi is a unique and unparalleled extension of US-based Cleveland Clinic’s model of care, specifically designed to address a range of complex and critical care requirements unique to the Abu Dhabi population. 

Video Interviewing for the Education Sector

See the key benefits of Video Interviewing for the Education sector and take a look at what the interviewers and candidates say about their experience.

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Get to Grips with Video Interviewing

Did you know that video interviewing is used for staff recruitment, student admissions, scholarship selection AND career preparation by organisations in the Education sector? Take a look at the key benefits that Sonru can bring to your organisation in our short 2-page guide.

Complete the form to instantly get your free copy.

Executive Recruitment in United Arab Emirates

With hundreds of other agencies in UAE how do you stand out?

FACT FIRST: UAE is a remarkable place for both employers and job seekers and this diversity has also attracted some of the leading recruitment service providers.  

So how do we stand out? Well one way we have addressed this is by listening to our customers and their need of the hour. We call this 'pain-management'. By understanding what #HRTECH & #HRSOLUTIONS would make their jobs easier and the recruitment process more manageable and predictable.

When hiring has a 46% failure rate (approximately the same as flipping a coin), it’s hard to justify why the resume is so central to the hiring process.

Open Flood Gates:

Most HR professionals don't understand the complexity in executive recruitment. It's a situation that is manipulated from the start. Let me explain. Firstly and most commonly a job ad is placed in the most popular media. Right from this point onwards the floodgates are open and control has been lost over:

  • who reads the job-ad 
  • how the job ad is interpreted
  • most importantly who responds to it

From this point onwards it's a long slope ahead as thousands of people start sending their profiles. Most companies I talk to would receive an average of 600+ profiles (depending on its name & reputation) out of which they claim that only 10% - 15% are relevant. Nonetheless someone still has to go through all the applications to identify that 10%. 

When the 10% has been identified then begins the next challenge of telephone screening the selected candidates. 

The Phone Screen:

For the applicants this is a selling opportunity. To phone screen you first need to make sure the candidate has time for a discussion first. When that time has been booked than you have a candidate's profile on one hand and the candidate on telephone on the other hand. Both are unfavourable situations for the recruiter as both are well prepped and fractionally exaggerated in some cases. This has nothing to do with dishonesty of the candidate but it is only natural to put your best foot forward. 

Once the candidates have gone through the first round of screening they are further sorted by the recruiter before being presented the line manager. The candidate CV's by now have gained recruiter comments and scribblings as well based on the first screening. 

The line manager when he/she is available and has the time will eventually start going through the same profiles and recruiter comments and may even engage with the candidates on the second telephonic screening before sending his request for a meeting/video conference call with the candidates. By now the shortlisted candidate have probably already gone through two screening calls with very similar Q&A. 

Once the profiles are returned back to the recruiter than begins the cat & mouse game of making sure that the candidates are available at the same time as the line manager or managers if it's a panel interview. This back and forth further burns more time and money with chances of losing the candidate to competition as well. Most applicants on average apply to 3+ jobs during their job search. 

Fast Forward to Face-to-Face Interview:

By now you would easily be well in your 5th or 6th week of the recruitment process and still would not have met the candidates. 

A face-to-face interview is again a selling-opportunity for candidates as most smart applicants are fully prepared for their interview. They would have done company research on the www and website, people research on professional networks and would probably know more about you then you know them.  Remember until now they are in total control of the process. They have provided you with a professionally constructed profile and told you what you want to hear. 

A face-to-face interview is an opportunity to you to know each candidate better in person. But again it's not a game-changer in your favour yet as most line managers are not certified interviewers. These interviews are called unstructured interviews. No cause for celebration as an employers the situation isn't in your favour yet.  

There have been volumes written about how “the first five minutes” of an interview are what really matter, describing how interviewers make initial assessments and spend the rest of the interview working to confirm those assessments. If they like you, they look for reasons to like you more. If they don’t like your handshake or the awkward introduction, then the interview is essentially over because they spend the rest of the meeting looking for reasons to reject you.

In most cases the selection is based on gut-feel and the first 10-second assumptions. Both practices that are worthless and cost organisations millions of dollars annually. 

So to cut the chase as I can go on and on about the process; where does Hamilton Resourcing stand out?

Simple. We rely on our global executive talent sourcing skills to target exactly what you are looking for. It's like hitting the bulls-eye. Once we have the candidate shortlist we recommend inviting candidates to complete an online personality assessment so they can be compared with the internal unanimous job benchmark. Personality profile will help you better understand what the candidates 'will-do' on the job and not just what the candidates can-do.  

Once we have the 'strong-match' and 'potential-match' candidates who already have technical qualifications for the job than we recommend inviting them to complete a structured video interview. As this is a 'asynchronous' process the managers do not have to be online at the same time as the candidates. The candidates do not see your questions in advance and once they begin the actual interview they cannot pause or rewind the interview. Once they complete their interviews we are able to share their interviews with hiring managers and line managers through email to get their feedback and comments before inviting them for a face-to-face process. 

So our process is not just about recruitment. Its also about:

  • eliminating guess work from hiring
  • creating an unbiased process
  • creating a fair and balanced process for all candidates 
  • saving upto 50% time and resources over traditional hiring
  • saving organizations money

This is where we stand out! 

Seasonal Hiring – Don’t Prepare to Fail!

Sonru Seasonal Hiring

It’s never too early to get a head start when it comes to seasonal hiring. With an abundance of applications coming through the system, and candidates putting themselves forward for a number of roles across various organisations, there’s no denying that it’s a strenuous time for all.

To help you to prepare for the high volumes of hopeful candidates coming your way, the Sonru team have put together “A Roadmap for Seasonal Hiring” to get things moving. 

What’s Explored?

It’s hard to believe that a well-rounded process can be put in place when it comes to seasonal hiring. But, it really can! Find out how to strike a balance between:

  • An improved process
  • Enlisting stakeholder involvement
  • Reaching a wider pool of candidates
  • Standing out from the crowd

It’s no easy feat, but with the right preparation and Video Interviewing under your wing, success is completely reachable.

A Little Extra Seasoning

And, that’s not all! We also show you how real clients face the influx of candidate applications during their own seasonal hiring process.  Find out how the likes of the Post Office and Perisher reap the rewards of video interviewing during a hectic period. 

So, why not make a start? Download our roadmap.


Hamilton Resourcing is the Official Regional Certified Consulting Partner of LInkedIn, Sonru Video Interview, The McQuaig Institute & The McQuaig Psychometric System, Revelion Psychometric Assessments, Test Partnership Assessments and Integrity International Assessments in United Arab Emirates, Saudi Arabia, Qatar, MENA and GCC.

Video Interviewing Misconceptions

It’s time to expose the misconceptions of Video Interviewing. If you have ever thought that Video Interviewing is the same as Video Conferencing, or it isn’t suitable for your recruitment team or candidates, then this guide is for you.

Click here to schedule an onsite Sonru Demo.

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Championing Video Interviewing: What Next?

What Next?

A guide bringing together insights on how the recruitment process shapes up before and after Video Interviewing, as well as what to expect during implementation.

What Can You Expect Next?

After you have decided to implement Video Interviewing and all of the key influencers have come on board, what next? The final guide in our three-part series explores: 

  • The recruitment process before & after Video Interviewing 
  • Implementation of Video Interviewing
  • How some clients have applied Video Interviewing

Complete the form to instantly get your free copy.

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Championing Video Interviewing: Who?

Key Influencers

A guide bringing together insights on which key influencers can get involved in your Video Interviewing process and how it can benefit them.

What do the key influencers in your organisation need to know?

Along with the many benefits of Video Interviewing for the recruiter and the candidate, what do the key influencers in your organistaion need to know so that they can get involved in a superior recruitment process? The second guide in our three-part series explores: 

  • Engaging the Talent Acquisition & Recruitment Team
  • Engaging the Hiring Managers
  • Return on Investment outcomes which can be attained

Complete the form to instantly get your free copy.

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Championing Video Interviewing: Why?

Why?

A guide bringing together insights on why Video Interviewing should be implemented and its benefits for recruiters & candidates.

Why Video Interviewing?

There's no denying that online video interviewing has become mainstream in recruitment, but why should your organisation implement it? The first guide in our three-part series explores: 

  • Benefits for the Recruiter
  • Benefits for the Candidates
  • What users are saying about their Video Interviewing experience

Complete the form to instantly get your free copy.

Get Your Free Guide Now!

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Get Your Video Interview ROI FREE!

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Whether its an upward or downward economy, return on investment is an important consideration.

Using Sonru's Asynchronous Video Interviewing Solution our clients on average save 8 out of every 10 hours involved in the early stage screening process and have reduced their time to hire by c.50%.

Due to popular demand we have created an open invitation for organizations interested in innovating their talent acquisition process to get their ROI created in advance and its absolutely free of cost.

If efficiency, effectiveness, employer branding, candidate engagement, opportunity cost are the buzz words on your list then just fill out the details below, give us a few days and we will contact you when your numbers are ready! Simple!

Tanfeeth Innovates its TA Process through Video Interviewing!

Tanfeeth, the Gulf Cooperation Council’s (GCC) first large-scale Business Service Partner and fully owned subsidiary of Emirates NBD, has signed up with Sonru to innovate its talent acquisition process.

Tanfeeth is committed to delivering bottom line results to its clients through customized scalable shared service solutions while providing end-to-end customer service delivery. This improves the quality, consistency and efficiency of processes and service across the entire business value chain of Emirates NBD Group.

Within four years, Tanfeeth has grown from 20 employees to 2700! This accelerated growth created a major pressure on recruitment to make the right hires, for the right function at the right costs. By introducing innovative HR technology supplied by Sonru, the recruitment team can meet the human capital demands of the organization while creating an impressive interview and assessment process for potential talent.

“The introduction of video interviewing will provide our candidates a truly unique interviewing experience We want to be the ‘first’ in UAE to introduce innovative HR technology and with Sonru’s partnership we have achieved this goal” Rafiq Khan - Head of HR Services at Tanfeeth.

About Tanfeeth

 


Tanfeeth is always pursuing continuous improvement and development and rewards drivers of high performance. They equip their people with the tools needed to succeed at every interval of their career.

Tanfeeth has a young and energetic team that moves forward as one, which is leveraged by a shared set of values and behaviors. The working culture is one that brings together people, ideas and expertise to create an environment of opportunity, innovation and diversity.

Tanfeeth offers personalized development, growth plans and a wide range of world-class training programs based on comprehensive assessments and mentoring to its employees.

For further information about Tanfeeth, please visit http://www.tanfeeth.ae

About Sonru:

 

Sonru is the trusted global leader and pioneer of automated online video interviewing for screening candidates.  

Sonru enables recruiters to replicate a live interview by replacing early stage phone or face-to-face interviews. Recruiters and candidates do not have to be online at the same time. Forget about scheduling interviews, time zone restrictions, no shows and unsuitable candidates. With tailored screening questions, recruiters can immediately screen out candidates that do not meet their criteria, shortlisting only the most suitable candidates.

Meet the best candidates earlier in the process, see their fit, personality, drive and motivation, and save time and money.

For more information:
W – www.sonru.com 
E – mena@sonru.com

About Hamilton Resourcing:

 

Hamilton Resourcing was founded in 2009 to provide global ‘passive’ executive talent acquisition services to regional organization. Realization of the need in the market to improve the quality of hire and retention Hamilton Resourcing has partnered with some of the leading providers of psychometric, cognitive and aptitude testing as well as video interviewing. The innovations continue.

For more information:
W – www.hamiltonresourcing.com
E – info@hr-email.com

Video Interviewing: Showcasing Your Employer Brand

Every recruiter has noted the increase use of the term employer brand - but how many actually understand the term and its importance to their recruitment activities? Put simply, employer brand is your reputation as an employer. It is the publics’ perception of your company culture. Employer brand positions a company as an employer of choice for candidates and it has a huge impact on candidate attraction and recruitment. Employer brand isn’t just aesthetically pleasing branding on your website and social media. It’s also the policies you put in place for your employees, like great perks and benefits.

In today’s connected world, it’s becoming harder and harder to protect your employer brand. One negative comment or review on social media can spiral. But, there are some aspects of your employer brand that you can control – such as your recruitment process. Video interviewing helps bring company’s employer brand into the 21st century. But, how can video interviewing showcase your employer brand to candidates.

Innovative Recruitment Process

Introducing video interviewing to the recruitment process tells candidates a lot about the hiring company. Innovative recruitment processes help to position a company as a modern, creative, tech-focused employer of choice for many candidates. In a candidate-focused recruitment process, information is key. Many companies detail the ins and outs of the recruitment process on their careers page, while others communicate next steps with candidates via direct communication. Explain to candidates what the video interviewing stage of your process is, why you are using this method and the benefits for recruiters and candidates. Be clear on what is expected of the candidate. 

Full Branding

A great video interviewing platform will have the functionality for the company to create a completely immersive branded candidate experience. From the initial email, to their interview landing page and the interview itself, you can customise the look and feel to represent your brand. Your account can mirror your careers website, carrying across your employer brand and giving candidates a clear and consistent experience – it’ll be like they never left your website! With many candidates, the recruiting process will be their first impression of your brand. A fully branded video interviewing experience gives candidates a glimpse of your employer brand – the colours, images and tone of voice were all carefully chosen by your team to represent your company and your team.

           

Personalisation

Personalisation is really important in all stages of recruitment, particularly during preliminary screening. The volume of applications and candidates at earlier stages can be enormous. It’s imperative that no candidate falls into the infamous recruitment ‘black hole’, which can seriously damage your company’s employer brand. Video interviewing makes sure that every candidate is an individual, while still allowing recruiters to screen a larger number of candidates in less time. Personalisation shows that a company is candidate-focused. Using a recruiters email address as the default on video interview invitations, instead of jobs@company.com, adds a very human element to your recruitment process. If possible, address the invitation email to the individual candidate. Send a follow up message with more details and instructions, or just to wish them good luck. All types of interviews are stressful for candidates, so try to make their video interview as stress-free as possible.

Introduction Videos

An introduction video embedded in your candidates video interview account is a great way to showcase your employer brand, while making candidates feel at ease. Introduction videos can be taken directly from your careers website, or created specifically for the video interview.  A video giving a tour of your offices or showing the normal day of an employee really engages candidates with your company, getting them excited for their interview. Or, your recruitment team could introduce themselves, putting a face to the process and encouraging candidates to complete their interview. Some Sonru clients even upload blooper videos, to show the light-hearted side of the company. Don’t miss the opportunity to showcase your employer brand with introduction videos.

Candidates see companies using video interviewing in a favourable way – the hiring company comes across as modern, innovative and tech-savvy. For companies like Volvo Group, UBS, Primark, Gulf International Bank, Nestlé, Noble Group, PwC, CERN and Westpac, video interviewing has created a more candidate-focused recruitment process, while enhancing their employer brand.

Find out how you can showcase your employer brand in 2016 with video interviewing – check out how to make your employer brand fun or get in touch with our team of video interviewing experts.

Non-verbal Mistakes to Avoid in your next Video Interview

There are a lot of different factors that impact the outcome of an interview; it’s not always as straightforward as simply answering all the questions correctly. According to CollegeJournal, an interview comprises of 55% body language, 7% verbal communication, and 38% paralanguage or intonation. It’s clear that non-verbal communication is not just essential, but exceptionally vital to ace the process.

What is non-verbal communication? A definition from BusinessDictionary.com describes non-verbal communication as “behaviour and elements of speech aside from the words themselves that transmit meaning. Non-verbal communication includes pitch, speed, tone and volume of voice, gestures and facial expressions, body posture, stance, and proximity to the listener, eye movements and contact, and dress and appearance.”

Non-verbal communication is important in all interview settings - check out some non-verbal mistakes to avoid in your next video interview.

Attire
While it might be tempting to complete your video interview wearing a crisp white blouse and your pyjama bottoms, we’d recommend you dress as you would for a face-to-face interview. Yes, your interviewer won’t be able to know if you’re wearing trousers, a skirt or your pjs – but ‘power’ dressing will give you more confidence and the recruiter will be able to see that. A white shirt or block colour is best for a video interview. Research the company culture, and try to match the offices dress code. It’ll show the recruiter that you spent time prepping for this interview and that you really want the job!

Eye Contact
Eye contact can be a big indicator of confidence and self-assurance. Elevate your laptop by putting a few books underneath to put your camera at eye level. Look straight into the camera to make ‘eye contact’ with the recruiter who will be reviewing your interview. You can even put a sticker or photo just behind the camera, if it helps you to focus. On the other side of the spectrum, don’t forget to blink! Keep eye contact casual and relaxed. Don’t look at notes or away from the camera when answering the question – this will make you look unsure of your answer and disinterested. With Sonru, candidate reading time is not recorded, so use this time to quickly glance at notes or to compose your thoughts.

Posture
Good posture is important in every interview setting. Leaning back and crossing your arms and/or legs can come across as either not interested or as overly confident or arrogant. This is the case in a video interview too. Don’t complete your video interview sitting on your bed, or while lounging on your beanbag chair. Sit confidently, lean forward slightly and show the recruiter how excited you are to be a part of the process.

Hand Gestures
Hand gestures display a certain enthusiasm and can reinforce the point you are trying to make in a conversation. Overly dramatic gestures however, can look forced and may shed doubt on their authenticity. Distracting hand gestures or fidgeting can be signs of nervousness and they take attention away from you and what you’re saying. If you know that you’re prone to fidgeting or large hand gestures, place your hands on your lap or the armrest of your chair. Try not to play with your hands, hair or pen.

Smile
Finally, don’t forget to smile! Sure, interviews can be nerve wracking and you’re concentrating on showcasing the best of your experience and personality. But, don’t forget that recruiters want to see the real you, not a perfect robot. Mistakes are normal, so make sure to smile, and even make a funny comment if you think it’s appropriate.

Non-verbal cues help recruiters to see the big picture and to uncover inconsistencies or potential issues. To increase your chances of interview success, be consciously aware of your nonverbal communication and avoid these mistakes. Before you complete your video interview, check out some more advice from one of our Support Agents. Recruiters, see why the rise of emoticons should make you rethink your recruitment process and the way you assess candidates in this great blog post. 

Infographic of Global Recruiting Trends 2016

LinkedIn's fifth annual Global Recruiting Trends report, which is available for us all to download here, reveals the findings from almost 4,000 talent leaders around the world and presents the industry’s top priorities, challenges and opportunities ahead. If that all seems like too much trouble then have a look at this super infographic produced by Lucas Blake. 


The Real Cost of Bad Hiring Decisions

We often talk about and arrive at figures for the Cost-per-hire (CPH) at the risk of distracting ourselves from 'Quality of Hire'. Perhaps an analysis of the economic impact of 'bad hiring' decisions will refocus our attention as we embark on our 2016 recruitment drive. A Career Builder survey found 42% of companies reporting that a bad hire cost them at least $25,000, and 25% reported a loss of at least $50,000. A tracking study by Leadership IQ found that 46% of 20,000 new hires failed within 18 months.  Of the new hires, another 45% were found to be only fair to marginal performers effectively meaning that 81% of new hires are a disappointment. 

The Cost of Bad Hires varies by Country

The findings of the 6,000 hiring managers and human resource professionals in the Career Builder survey found that the single bad hire costs varied by country, for example: 

  • U.S.: $50,000. 
  • Germany: €50,000 ($65,231).
  • U.K.: £50,000 British pounds.
  • India:  2 million Indian rupees ($37,150)
  • China:  300,000 CNY ($48,734).

In an article in Fast Company, Rachel Gillett wrote about Zappos CEO Tony Hsieh who offers new hires $2,000 to leave the company and his policy of hiring slowly and firing quickly. Hsieh maintains his past bad hires have cost his company over $100 million.

The Career Builder survey found that the costs could also be higher between lost worker productivity, time and expense in recruiting and training another employee not to mention the negative impact on employee morale and the client relationship. 21% of companies admitted that they hired poorly because they didn’t take the time to properly test and research the employee’s skills. For more insight into the cost of a bad hire and what you can do to avoid it, Mindflash have very conveniently produced this infographic of the key findings from the Career Builder survey.