In today's competitive market, the success of your organization is directly linked to having the right person in the right position. Organizations today are faced with the challenge of finding and keeping talented employees. Finding and keeping the right people can have a huge impact on the organization's financial performance. Most managers recognize that poor hiring practices -- and bad hires -- can disrupt even the best-run organizations. Our experience shows that most organizations typically underestimate the adverse impact of hiring people who are not the "right fit."

The impact of poor hires on the organization's financial performance is even more apparent when the hiring success model includes the costs of these employee disengagement factors:

• Lower personal productivity among dissatisfied employees
• Workgroup productivity disruptions caused by dissatisfied employees
• Outplacing employees with low performance
  attracting and hiring replacement personnel
• Training new hires
• Mistakes made by new hires
• Lost productivity until new hires become proficient
• Stress and anxiety among experienced employees
• Losses in the organization's brand image and position

Today, most executives and managers are shocked to discover that the collective cost of poor hiring decisions is much higher than previously estimated. Organizational leaders immediately see that investing in a solution that reduces the effects of bad hires -- by even a few percent -- represents a significant return on investment for the organization [1]. J.C Lauren understands that time is a precious commodity, and your organization cannot afford to waste it on costly and ineffective searches.

[1] The Gallup Organization

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