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Always Be Hiring
Always Be Hiring

What every successful employer should know about hiring

Jeremy Mlynarek avatar
Written by Jeremy Mlynarek
Updated over 9 months ago

What every successful employer should know about hiring

The A.B.H. Rule

You, as an employer, should A.B.H. or “Always be hiring!” I have learned this lesson the hard way too many times in the past, or have been caught in the trap of analyzing my current staff situation and convincing myself that either my current staff is happy and will be with me forever, or my team is growing at a strong enough pace. The problem with this rationale is realistically 25-40% of office staff will turn over naturally every year for one reason or another,  and I should always be looking to grow at a faster pace.

Are you abiding by the A.B.H. rule in your organization?

Ask yourself the following questions ….. honestly:

  • Are you prepared if your TOP performer leaves your organization today?

  • How much time does it take to hire your replacement TOP performer to take his /her place?

  • What is my downside potential financially if and when my current TOP performer leaves my organization?

  • How many interviews will it take to find your TOP performer?

  • How long does it take to get your new TOP performer fully trained to work at maximum capacity?

  • Do you have a database of potential candidates to start interviewing now?

Now take a look at the financial impact of your organization if you are not prepared. Because (be honest with yourselves) most of you do not have an action plan or are not abiding by this A.B.H. rule. The following 3 examples are based on a 90-day organization downtime.

  1. Advertising Cost to hire new applicant: = $500

  2. 90-day in-house product and sales training: = $5,500

  3. Lost renewal revenue over the next 2 years at an 85% renewal rate: = $12,862 ($5000 new + $4250 1st yr + $3612 2nd yr.)

Total revenue lost: $18,862.00

How to prepare now to minimize the financial impact

Great employers have a common theme on hiring, A.B.H. Here are a few ideas on how you and IdealTraits can effectively minimize the financial impact of staff turnover at your organization.

  • Choose to have a pipeline of potential candidates by following the “Always Be Hiring” rule.

  • Maintain job postings in IdealTraits.

  • Consistently run job advertisements in IdealTraits to stay relevant in your local marketplace. 

  • Look for additional local resources for job postings (Tip: Search for “free job postings in [YOUR COMMUNITY]”)

  • Connect with a local college career services department and let them know what kind of candidate you are looking to hire.

  • Assess every candidate with IdealTraits to “weed out” the unqualified and build a bank of superstars.

  • Make time and keep interviewing. If you're fully staffed and the right one comes along .... make room!

So start preparing today because the future of your staff is never guaranteed.

If you have any additional questions regarding this article please feel free to reach out, we are here to help.

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