Books have been written about the Zappos online shoe store and their highly successful concepts and unorthodox ideas. Their customer service repos are key to that success. A key part of Zappos’ hiring process is finding out if new hires are fully committed to their culture…so during the onboarding period, after candidates have been screened, offered a job, and have completed a few weeks of training, Zappos offers them a chance to quit with a bonus equivalent to their first month’s salary (for example, $2,000 just for quitting). All they have to do is go through an exit interview and surrender their eligibility to be rehired.
Through this hiring process Zappos finds out if the new employee cares more about easy money or the culture of the Company. If easy money is the incentive, it is determined that they are not a good fit for the company and would end up costing Zappos a lot more $$$ in the long run.
By industry standards the cost to replace a single employee is $4,000, but a single BAD hire can cost $25,000 in lost productivity, lower morale, etc. Approximately one percent of new hires take the offer.
Smart people know when to hold’em, when to fold’em, and when to walk away.
Hiring the wrong people can be expensive. On the other hand, hiring the right people is what makes the best businesses successful. Learn more about developing successful hiring processes and ways to hire to your company’s culture by contacting us at firstname.lastname@example.org.
- Strong leaders are key to experiencing better hiring results.
- Have strong leaders as mentors and support for the employees once on the job.
- Never hire a person with a personality problem hoping that the person will change once he or she starts working in your company.
- Ask yourself, are they a good fit for the current work environment?
How can you tell if it’s time to let him go? Here are nine key signs you need to fire an employee by Richard Feloni, Business Insider
Think Like a Freak by Steven Levittown and Stephen Dubner
The Dip by Seth Godin