50% of your success with new employees is dictated by your effectiveness in getting them to perform as fast as possible – not just for productivity/viability purposes, but also for morale purposes. If new employees do not perform, they soon find the best excuses to blame it on the company and on you. Your first responsibility is to help them get productive A.S.A.P.

According to the independent investigative firm, Market International LTD, one-third of resumes contain material omissions or misstatements of one kind or another. Other alarming statistics warn us of the questionable reliability of resumes:

A physical therapist loses her successful practice soon after she hired an over-emotional assistant who had been hiding her tendency to violence as well as her addiction to psychiatric & recreational drugs.

The most common effects of workplace violence incidents on employees include decreased morale, decreased sense of safety, decreased productivity, decreased trust among co-workers and increased stress and depression.

It is estimated that direct replacement costs for a telesales employee range from $75,000 to $90,000, while other sales positions can cost a company as much as $300,000. And these numbers don’t reflect the lost sales while a replacement is found and trained. So how do improve your hiring while reducing your sales force turnover (the US average being 25 to 30%)?