Successful companies reach their goals and achieve positive results because of the employees that make up their workforce. They are the most effective brand ambassadors, the heart of the company and a key measure of success. But how do companies find the best talent?
Dardis trains the best of the best every year and interacts directly with the leaders of today, as well as the leaders of tomorrow. Through the Career Partner Program, companies and organizations have the opportunity to connect to those leaders who are trained, motivated and most importantly, proven.
All Dardis Academy interns complete an extensive skills-based training course before embarking on a summer internship that gives them invaluable sales experience that can apply to any field.
Companies that participate in the Career Partner Program can meet students from the Academy, and then work with our Recruitment Managers to fill openings through our resume database. For only the cost of a few recruiting events, you can have access to people with executive-level training through Dardis Communications, as well as our interns with proven sales and marketing experience.
A 2012 study by the Center for American Progress shows just how costly it is to replace an employee –whether the employee is unqualified, a poor fit or lacks the skills necessary to perform the job assigned.
- For all positions except executives and physicians, the median cost of turnover was 21 percent of an employee’s annual salary.
- For workers earning less than $50,000 annually, which covers three-quarters of all workers in the United States, a typical cost of turnover is 20 percent of a salary, the same as across positions earning $75,000 a year or less, which includes 9 in 10 U.S. workers.
By hiring qualified individuals with a track record of success, you can eliminate additional costs and time by retaining quality employees.
Contact us today to learn more about the Dardis Career Partner Program, and be prepared to bolster your talent base with qualified – and proven – candidates.
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