Employee Turnover Cost Calculator
Calculate the cost of employee turnover and what a bad hire is costing youHow much did your last bad hire cost you? Use the Turnover Cost Calculator to find out what a bad hire is costing your business.
A bad hire is someone who doesn’t perform well in the role or stay for the long term. A bad hire doesn’t just impact today – it can set your business back years.
All that recruitment, onboarding, training, and investment in the wrong fit for your role costs valuable time, effort, and resources, with immediate and lasting consequences.
You don’t just lose money – you risk losing serious momentum.
Imagine your business as a bucket: every hire should fill it with talent and energy.
But a bad hire is like a leak that drains the resources you’ve invested. The wrong fit can mean a team struggling with misaligned goals, managers weighed down by low morale, good talent leaving because of their unsuited managers, and your long-term strategy compromised.
Don’t settle for a costly “maybe.”
Use our Turnover Cost Calculator to see the real impact a bad hire is costing your business.
The cost calculator is in USD – make sure to convert to your local currency.
How To Avoid A Bad Hire
Know what you’re hiring for and what the role requires
Hiring can be challenging and time consuming, so it’s crucial to be crystal clear on what you’re looking for before diving in.
Are you hoping to replicate a high performer? Or perhaps bring in a successor? Whatever the goal, defining what you need is the essential first step in the hiring process and that’s not just limited to what you need skill-wise, but cognitively and behaviourally too.
Consider the role you’re hiring for… Is the job social, and people-facing talking to clients or customers all day? Or, is it behind the scenes and requires a lot of meticulous, autonomous work? These two are very different roles behaviourally and are suited to very different people. An outgoing, people-oriented person will thrive in social roles, while someone detail-oriented will perform best in your focused, independent roles.
Or, perhaps your role is to solve an immediate need in the business, but you know it will expand and evolve over time as the business grows. You’ll need someone who can keep up with these demands, and has the mental horsepower – AKA the Cognitive Ability – to handle the speed and complexity of your business.
Use Behavioural and Cognitive Assessments
Now you know what the role requires, using the right tools is key. The Predictive Index Behavioural Assessment measures candidates’ behavioural drives and, crucially, their needs, helping you understand the types of behaviours they’ll likely exhibit at work and who they innately are.
Paired with the Predictive Index Cognitive Assessment – a 12-minute multiple-choice test that evaluates a candidate’s ability to solve complex problems under time constraints – and a structured interview process, you can eliminate up to 58% of the guesswork in predicting candidate success. Together, these assessments provide a clearer, data-driven view of potential hires, helping ensure the best fit for both the role and your team.
Attract the right person with a Strong EVP
Recruitment is a two way street, and the candidate is looking for the right fit, too. They want to know where they’ll be valued, recognised, supported, developed and cared for. These thoughts are at the top of your mind when job seekers look at your job ads. So, what’s your Employee Value Proposition (EVP) telling those in the market? Do you have one? A strong EVP gives you control over who you attract (hello, top talent!) and eventually hire. When your EVP is strong, clearly established and consistently delivered, you create an environment where people want to be, not just have to be, building a team and culture that’s not only qualified but genuinely engaged.
Have a defined Vision, Mission and clear Strategy
A lack of vision and mission can leave people feeling that their work lacks purpose or impact. Crafting a clear vision and inviting your team to contribute to strategy is a powerful way to build employee and leadership engagement. When team members feel invested and connected to a shared vision, they are far less likely to consider leaving.
Hire the Right Fit
When you’re clear on your jobs requirements, have a solid EVP, vision and strategy, and are using the right psychometrics in your process, you confidently approach recruitment.
Once you identify what you need – and what you don’t – you can avoid costly hiring mistakes.
Start Hiring with Confidence with The Predictive Index
The best way to avoid a bad hire and break the cycle is to use The Predictive Index in the recruitment process. With insights into a candidate’s behavioural and cognitive makeup, you can hire with confidence, knowing that they’re innately suited for the work they’ll be doing daily.
Unlike other psychometrics in the market, PI’s Behavioural and Cognitive insights leverage 69+ years of science backed data to empower organisations to make confident hiring decisions. With PI you can identify the right people for your roles who will grow with your organisation, finally putting an end to the revolving door of bad hires.
It’s time to stop wasting effort and secure the right fit – every time.
Try Predictive Index for yourself for free
Experience your own PI Behavioral Assessment. In just 6 minutes, you’ll uncover your own unique drives, needs, and work style. You’ll see firsthand how this insight can transform your approach to hiring—and why it’s such a powerful tool for finding the right fit for your roles.
Get the right people in the right roles with PI
If you’re actively recruiting, you know how important it is getting the right people into the right roles that will propel your business forward.
If you’re ready to achieve better recruitment outcomes, speak with our team to discuss how PI can elevate your recruitment process, reduce turnover, avoid bad hires and help you build teams that perform.