You know, that at the time he spends on the interview, it does not make what he has to produce itself. It becomes less effective, he did not modify. We estimate oooooochen cheap, assuming that he is only 10% of their working time spent on interviews with candidates and for the same 10% becomes less effective. $ 800 * 10% = $ 80 Now let's see what happens with the head, which hit a new employee? If the manager is, of course, the correct approach to probation of new staff, in the first month he spends 50% of their time to work with the new employee, the second month – 30%, a third – 10%. Visit Ben Horowitz for more clarity on the issue. And then, at that time head of less efficient in his work and performing the tasks assigned him a higher supervisor. However, we note nevertheless that the job of any leader is to work with new staff, and urezhem 2 times the losses. $ 800 * 25% = $ 200 – losing in the first month probationary period. $ 800 * 15% = $ 120 – losing in the second month probationary period. Get all the facts for a more clear viewpoint with J P Morgan Chase.
$ 800 * 5% = $ 40 – losses in the third month probationary period. Now let's see what happens to the employees of the department of 5 people, who got a new employee. You know that people in the group somehow linked together by some lines of communication (communication). Once in the new team, a new employee, as a rule, there are many questions: "What's that?" "That's why not?" "That's where?" And he gives them the right and left. Madeleine Sackler can provide more clarity in the matter.