Bad Hire Survey information design for RecruitPlus (Singapore)

BAD HIRE SURVEY BAD HIRE |2013 SURVEY 2013 of this surveyn pro she average Will Be HIRING IN THE FIRST HALF OF D THROUGH AN E-SURVEY y WAS COLLECTE ONERS AND 84% 2013 y is to get a better unde n oductivity. We are ta n A zaped e DATA FOR THE SURMER 4.000 HR PRACTIE erstanding of the THED FEEL IT IS A COMBINATION OF NEGATIVITY, BUSINESS LEADERS umber a TheY y and what could be ways to bring up that least spoken kind of performance gained thoea va Super Performer. The result show aiped failure to work E well with others, URGEN failure to meet deadlines. SINGUL a Player across OF A A SINGULARLY, THE CONNOTATION OF A BAD HIRE MEANS figure. Whopping ACKLUSTRE WORK, ATTENDANCE ISSUE ONEGATIVE Attitudes for 18% 71% and train another worker they have 10% bad hi 18% believe they have 13% have 30% and 4% have 50% ba All believ Lost time to Precruit 64% believe Cost to uit SUPER PERFORMED perform the O PROD All believe SUPER PERFORMERS CAN perform the job of rmers 2to 2 to 5988 FOBad Hires t Pe a 10 Attitudes for 18% SULAR E E md train another workex CO ut 13% Lost time to recruit OF A BAD HIRE? elt M come from Referral 2ND IS RECRUITMENT ABENCY 3rdis job board 11% will live Bad Hit with it (gasp!) super pertorm bopo the Super Performers UsuallyR ORES T aspl) of the articipan Consequence maries e petames to announ at y 10% to 30% for 10% savi S SI They will Pay MORE pemers 93% iming each of them Granteua asavings of GATIVE 13 H Consepuence whopping Lost time to, A ure to mee e nd train another worker they h ave1 0% ba d hire 849% FEEL IT IS A COMBINATION OF Usually Super Performers ACKLUS ATTENDANCE ISSUE o 64%believ Come from Referral W ODUCTIVITY 2ND IS RECRUITMENT AGENCY 3rdis ob board 20 to w ork ( = 13% Fhave30% and4% have 50% bad hires rs, URGENT All believe SUPER PERFORMERS CAN perfor m the job of 2to 5988 FBad Hires 64% 11% will plan to train their BAD HIRES TO MAKE GOOD EVEN THOUGH :i MOST KNOW OF THIS wit Super Performers Usually come from Referral 2ND IS RECRUITMENT AGENCY 3rd is job board D BAD HIRE 2013 ŞURVEY THE DATA FOR THE SURVEY WAS COLLECTED THROUGH AN E-SURVEY THAT WAS SENT OUT TO OVER 4,000 HR PRACTITIONERS AND BUSINESS LEADERS The purpose of this survey is to get a better understanding of the least spoken about element in productivity. We are talking about the kind of performance gained from an engaged employee, an A Player, a Super Performer. Player across industry and what could be ways to bring up that figure. Will Be HIRING The result shows us the average number of A 84% SINGULARLY, THE CONNOTATION OF A BAD HIRE MEANS ONEGATIVE IN THE FIRST HALFOF 2013 Atitudes for 18% FEEL IT IS A COMBINATION OF O NEGATIVITY, Whopping 71% LACKLUSTRE WORK, ATTENDANCE ISSUE failure to work - well with others, failure to meet deadlines. URGENT Lost time to, recruit 64% believe Consequence OF A BAD HIRE? recruit 2OPRODUCTIVITY 13% have 30% and 4% have 50% bad hires. and train another worker they have 10% bad hires 62% of the feel their Super Performers companies only have between 10% to 30% Super Performer Usually Referral All believe SUPER PERFORMERS CAN KOR perform the job of come from This shows the extreme imbalances these group of people's 2ND IS RECRUITMENT AGENCY super effort is over-compensating the other 70% to 9os who 3rd is ob board are under performing 2 to 5888 They will Pay 10% to 30% MORE Bad Hires Super Performers 93% * EVEN THOUGH 64%212 MOST KNOW OF THIS ISSUE. plan to train their BAD HIRES TO MAKE GOoD MA38% 11% ofthem DON'T HAVE TIME will live Bad Hires into aesment tool that can guarantee Assuming each of them |is paid $2,000 the $2k super performer Granteda ey ae geting their Super performers from. With a whopping Super Performer TO TURN THESE O with it (gasp!) super performers. is paramount tat companies examine and exploit the channels bept that la$2k vs $10k a savings of 400% saving CSS7000 keen to look at an assesment tool to parantee a good 02 hire, this shows whatever is on the market now probably 5 wtreally workn a a month enuring the rigt vaingnt, ured erview rocess, companes can i the be hs ht ome through the door of the REGRUITPLUS 10/04 Jor omsequence OF A BAD HIRE? Lost time to. recruit 64% and train another worker Cost to recruit tratin amother worher O PRODUCTIVITY 62% The feel their LOST they have 18% believe 13% have 30% and Super Perform ers Usually come from Referral 2ND IS RECRUITMENT AGENCY 3rd isjob board All SUPER PERF perfor mt They w 10% 2 to 5O FBad Hi s 64%. plan to train their BAD HIRES TO MAKE GOOD EVEN TH 11% 个 AL 0 MON ASON will Jivo of t DON'T HAVE TIN TO TURN T BAD HIRE2013 4Will Be THE DATA FOR THE SURVEY WAS COLLECTED THROUGH ANE-SURVEY THAT WAS SENT OUT TO OVER 4,000 HR PRACTITIONERS AND BUSINESS LEADERS. 84% HIRING 2013 IN THE FIRST HALF OF The purpose of this survey is to get a better understanding of the least spoken about element in productivity. We are talking about the e gained from an engaged employee, an A Player, a Super Player across industry and what could be ways to bring up that figure. kind ofDerfar The result shows us the average number of A FEEL IT IS A COMBINATION OF Whopping LACKLUSTRE WORK, ATTENDANCE ISSUE failure to work - well with others, URGENT failure to meet deadlines. NEGATIVITY SINGULARLY, THE CONNOTATION OF A BAD HIRE MEANS ONEGATIVE A. Altitudes for 18% 71% and train another worker they have 10% ba 13% have 30% and 4% hau LOST 18% believe they Allb SUPER P perfo Lost time to recruit 64% belic Cost to recru 2O PRODUCTIVITY asequence and train another worker thea HIRE? Cost to LOST 18% believe tne LoSt Precru Super Performers malally 13% have 30% and 4% have 50% bau DE2 $recruit 2O PRODUCTIVITY All believe W SUPER PERFORMERS CAN perform the job of Usually come from Referral Super Performers 2 to 5888 FOBad Hires nts nly een 0% eimbalances these group of people's mpensating the other 70% to 90% who 3rd is job board 2ND IS RECRUITMENT AGENCY 64%. EVEN THOUGH T38% 11% mer 222 MOST KNOW OF THIS ISSUE, plan to train their BAD HIRES TO MAKE GOOD will Pay to 30% RE IT of them DON'T HAVE TIME TO TURN THESEO will live Bad Hires into with it (gasp!) super performers. assessment tool that can guarantee them Super performers, or in other words, no bad hires. are keen to review a tried-and-tested It is paramount that companies examine and exploit the channels they are getting their Super performers from. With a whopping jon per keen to look at an assessment tool to guarantee a good 02 this shows whatever is on the market now probably percents erformers 93%: Granted a Super Performer ask to be paid more. Much as there is a different opinion on what constitutes a bad hire, the bottom line is t of performance hire, isn't really working out. Assuming each of them will ut even if you pay him $3K, you are still any business. By a a stringent, structured naid $2,000 ensuring the rigt interview process, companies can minimize the bad hires that come through the door of the RECRUITPLUS $2k saving S$7000 a month office $42k vs $10k BAD HIRE SURVEY BAD HIRE |2013 SURVEY 2013 of this surveyn pro she average Will Be HIRING IN THE FIRST HALF OF D THROUGH AN E-SURVEY y WAS COLLECTE ONERS AND 84% 2013 y is to get a better unde n oductivity. We are ta n A zaped e DATA FOR THE SURMER 4.000 HR PRACTIE erstanding of the THED FEEL IT IS A COMBINATION OF NEGATIVITY, BUSINESS LEADERS umber a TheY y and what could be ways to bring up that least spoken kind of performance gained thoea va Super Performer. The result show aiped failure to work E well with others, URGEN failure to meet deadlines. SINGUL a Player across OF A A SINGULARLY, THE CONNOTATION OF A BAD HIRE MEANS figure. Whopping ACKLUSTRE WORK, ATTENDANCE ISSUE ONEGATIVE Attitudes for 18% 71% and train another worker they have 10% bad hi 18% believe they have 13% have 30% and 4% have 50% ba All believ Lost time to Precruit 64% believe Cost to uit SUPER PERFORMED perform the O PROD All believe SUPER PERFORMERS CAN perform the job of rmers 2to 2 to 5988 FOBad Hires t Pe a 10 Attitudes for 18% SULAR E E md train another workex CO ut 13% Lost time to recruit OF A BAD HIRE? elt M come from Referral 2ND IS RECRUITMENT ABENCY 3rdis job board 11% will live Bad Hit with it (gasp!) super pertorm bopo the Super Performers UsuallyR ORES T aspl) of the articipan Consequence maries e petames to announ at y 10% to 30% for 10% savi S SI They will Pay MORE pemers 93% iming each of them Granteua asavings of GATIVE 13 H Consepuence whopping Lost time to, A ure to mee e nd train another worker they h ave1 0% ba d hire 849% FEEL IT IS A COMBINATION OF Usually Super Performers ACKLUS ATTENDANCE ISSUE o 64%believ Come from Referral W ODUCTIVITY 2ND IS RECRUITMENT AGENCY 3rdis ob board 20 to w ork ( = 13% Fhave30% and4% have 50% bad hires rs, URGENT All believe SUPER PERFORMERS CAN perfor m the job of 2to 5988 FBad Hires 64% 11% will plan to train their BAD HIRES TO MAKE GOOD EVEN THOUGH :i MOST KNOW OF THIS wit Super Performers Usually come from Referral 2ND IS RECRUITMENT AGENCY 3rd is job board D BAD HIRE 2013 ŞURVEY THE DATA FOR THE SURVEY WAS COLLECTED THROUGH AN E-SURVEY THAT WAS SENT OUT TO OVER 4,000 HR PRACTITIONERS AND BUSINESS LEADERS The purpose of this survey is to get a better understanding of the least spoken about element in productivity. We are talking about the kind of performance gained from an engaged employee, an A Player, a Super Performer. Player across industry and what could be ways to bring up that figure. Will Be HIRING The result shows us the average number of A 84% SINGULARLY, THE CONNOTATION OF A BAD HIRE MEANS ONEGATIVE IN THE FIRST HALFOF 2013 Atitudes for 18% FEEL IT IS A COMBINATION OF O NEGATIVITY, Whopping 71% LACKLUSTRE WORK, ATTENDANCE ISSUE failure to work - well with others, failure to meet deadlines. URGENT Lost time to, recruit 64% believe Consequence OF A BAD HIRE? recruit 2OPRODUCTIVITY 13% have 30% and 4% have 50% bad hires. and train another worker they have 10% bad hires 62% of the feel their Super Performers companies only have between 10% to 30% Super Performer Usually Referral All believe SUPER PERFORMERS CAN KOR perform the job of come from This shows the extreme imbalances these group of people's 2ND IS RECRUITMENT AGENCY super effort is over-compensating the other 70% to 9os who 3rd is ob board are under performing 2 to 5888 They will Pay 10% to 30% MORE Bad Hires Super Performers 93% * EVEN THOUGH 64%212 MOST KNOW OF THIS ISSUE. plan to train their BAD HIRES TO MAKE GOoD MA38% 11% ofthem DON'T HAVE TIME will live Bad Hires into aesment tool that can guarantee Assuming each of them |is paid $2,000 the $2k super performer Granteda ey ae geting their Super performers from. With a whopping Super Performer TO TURN THESE O with it (gasp!) super performers. is paramount tat companies examine and exploit the channels bept that la$2k vs $10k a savings of 400% saving CSS7000 keen to look at an assesment tool to parantee a good 02 hire, this shows whatever is on the market now probably 5 wtreally workn a a month enuring the rigt vaingnt, ured erview rocess, companes can i the be hs ht ome through the door of the REGRUITPLUS 10/04 Jor omsequence OF A BAD HIRE? Lost time to. recruit 64% and train another worker Cost to recruit tratin amother worher O PRODUCTIVITY 62% The feel their LOST they have 18% believe 13% have 30% and Super Perform ers Usually come from Referral 2ND IS RECRUITMENT AGENCY 3rd isjob board All SUPER PERF perfor mt They w 10% 2 to 5O FBad Hi s 64%. plan to train their BAD HIRES TO MAKE GOOD EVEN TH 11% 个 AL 0 MON ASON will Jivo of t DON'T HAVE TIN TO TURN T BAD HIRE2013 4Will Be THE DATA FOR THE SURVEY WAS COLLECTED THROUGH ANE-SURVEY THAT WAS SENT OUT TO OVER 4,000 HR PRACTITIONERS AND BUSINESS LEADERS. 84% HIRING 2013 IN THE FIRST HALF OF The purpose of this survey is to get a better understanding of the least spoken about element in productivity. We are talking about the e gained from an engaged employee, an A Player, a Super Player across industry and what could be ways to bring up that figure. kind ofDerfar The result shows us the average number of A FEEL IT IS A COMBINATION OF Whopping LACKLUSTRE WORK, ATTENDANCE ISSUE failure to work - well with others, URGENT failure to meet deadlines. NEGATIVITY SINGULARLY, THE CONNOTATION OF A BAD HIRE MEANS ONEGATIVE A. Altitudes for 18% 71% and train another worker they have 10% ba 13% have 30% and 4% hau LOST 18% believe they Allb SUPER P perfo Lost time to recruit 64% belic Cost to recru 2O PRODUCTIVITY asequence and train another worker thea HIRE? Cost to LOST 18% believe tne LoSt Precru Super Performers malally 13% have 30% and 4% have 50% bau DE2 $recruit 2O PRODUCTIVITY All believe W SUPER PERFORMERS CAN perform the job of Usually come from Referral Super Performers 2 to 5888 FOBad Hires nts nly een 0% eimbalances these group of people's mpensating the other 70% to 90% who 3rd is job board 2ND IS RECRUITMENT AGENCY 64%. EVEN THOUGH T38% 11% mer 222 MOST KNOW OF THIS ISSUE, plan to train their BAD HIRES TO MAKE GOOD will Pay to 30% RE IT of them DON'T HAVE TIME TO TURN THESEO will live Bad Hires into with it (gasp!) super performers. assessment tool that can guarantee them Super performers, or in other words, no bad hires. are keen to review a tried-and-tested It is paramount that companies examine and exploit the channels they are getting their Super performers from. With a whopping jon per keen to look at an assessment tool to guarantee a good 02 this shows whatever is on the market now probably percents erformers 93%: Granted a Super Performer ask to be paid more. Much as there is a different opinion on what constitutes a bad hire, the bottom line is t of performance hire, isn't really working out. Assuming each of them will ut even if you pay him $3K, you are still any business. By a a stringent, structured naid $2,000 ensuring the rigt interview process, companies can minimize the bad hires that come through the door of the RECRUITPLUS $2k saving S$7000 a month office $42k vs $10k