How do we “balance” work hours, career advancement, family and relationship needs? This seems to be a perennial topic of discussion. We want it all. Despite our technology, things don’t seem to be getting any better on the time management front. Now, instead of one partner trying to balance demanding activities, we have both partners in a family struggling with time management.
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“The cost of a bad hire rarely impacts an organization, however, the value of a great hire can often transform an organization.”
As executive recruiters, we hear about the “cost per hire” regularly. It seems like every time HR calls, this topic comes up. However, I would suggest that a far better discussion for HR to have is on the “value per hire.” Having this discussion not with recruiters, but with the CEO is a far more meaningful and beneficial discussion. It not only helps justify that HR contributes revenue and value to the organization, but it also brings HR in as a strategic partner.
This also goes for the CFO of the organization, who should work with HR to help determine a way to calculate the value of a hire.
Lawrence M. Krauss is a theoretical physicist, commentator and book author. Some dozen years ago he wrote in one of his commentaries that, “The increasingly blatant nature of the nonsense uttered with impunity in public discourse is chilling. Our democratic society is imperiled as much by this as any other single threat, regardless of whether the origin of the nonsense are religious fanaticism, simple ignorance or personal gain.” He recently noted that things “seem to have only gotten worse in the years since I first wrote those words.”
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