| According to the U.S. Department of Labor calculations | | | | upper level managers have to be replaced, costing as |
| regarding human resource staffing, it costs one-third of | | | | much as twice their annual salary. |
| a new employee's annual salary to replace him. This | | | | Therefore, it is important for human resources staffing |
| includes money spent on recruitment, selection and | | | | to initially find the right person for each position and hire |
| training plus costs due to decreased productivity when | | | | for the long term. Of course, staffing HR usually turns |
| other employees fill in to take up the slack or the | | | | out to be a case-by-case endeavor and hiring top |
| position is dormant during the recruitment process. | | | | talent means more bottom line profit. The right person |
| According to the Harvard Business Review, studies | | | | will make contributions to the company's productivity |
| show that 80 percent of turnover is caused by bad | | | | and very importantly, profitability. However, the |
| hiring decisions which is a reflection on the core | | | | department or the HR executive in charge of hiring |
| department. | | | | must be flexible enough to recognize the right talent |
| These numbers do not take into consideration the | | | | for each position to be filled. In some instances, it is |
| tangible damages caused when an employee leaves | | | | might be wise to hire a professional staffing |
| such as customer loss, continuity in daily routines, low | | | | organization to advertise, find, interview and recruit the |
| employee morale throughout the organization. In some | | | | perfect person for the position. |
| cases, turnover costs climb even higher when mid and | | | | |