Below is an excerpt from a lead-generation sales letter for an HR product.
How to Win the War for Talent
Dear HR or Business Manager,
As a manager in a small to midsized business, you know how critical it is to hire and keep the right people—and the steep price you pay when hiring goes wrong.
How steep? In a 2012 CareerBuilder study, 69% of employers reported that their companies were adversely affected by a bad hire, with 24% estimating the cost of a bad hire at over $50,000.
That’s a pretty big hit for smaller companies with limited resources and not a lot of room for error.
A great way to decrease the likelihood of bad hires—and enhance your talent management efforts in general—is to have the best possible information at your fingertips.
Assessing your HR information needs—5 key questions
What information do you need? First, you’ll want to know how well your HR efforts align with your overall business strategy:
1. Do you know what positions you need to fill, who’s applying, and who would be the best fit given your current and future workforce needs?
2. Are you regularly tracking how employees’ goals align with your larger business strategy? (Remember, even someone who’s initially a great fit may change their priorities. The sooner you know that someone’s no longer on track, the more quickly you can act to stem any loss in productivity.)
3. Are you using proven performance evaluation tools (including 360-degree reviews) to ensure employees are engaged and continue to meet their goals?
4. Does your training program align with your current and future business goals, and are the right people receiving the right training?
5. Can you quickly generate reports to help you plan and manage more effectively?
Now, this may seem like a pretty tall order, especially if you’re currently managing your HR program with a mix of spreadsheets, Word docs, and...
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