Welcome To Topgrading Calculators

These calculators have been provided to allow you to calculate the staggering financial burden that mis-hiring places on your organization and each one allows you to input the data necessary to calculate the "REAL" costs that mis-hiring actually creates. The calculators are:

Current Hiring Success - This allows you to input your current success rate in hiring or promoting people for your organization. A successful hire is a high performer - what you expected and what you paid for. Anything less than a high performer is a mis-hire. This information is used in the remaining calculation steps.

Talent Projection Calculator - This calculator allows you to input the number of current employees that you would classify as mis-hires - the number that will ultimately need to be replaced to achieve the Topgrading goal of 90% high performers.

The Cost of Mis-Hire Calculator - This calculator enables you to put a realistic cost on both the money and time wasted with a typical mis-hire.

Your Organization's Cost of Mis-Hires Calculator - This calculator uses the results from the previous steps to show you how much money and time (in total) you are likely to be wasting annually on mis-hires, given your current hiring success rate.

You may choose to skip directly to Step #3, the Cost of Mis-Hire Calculator, and quickly calculate the cost of an average mis-hire by clicking on the link below:

Skip Directly To The "Cost of Mis-Hire" Calculator

Or you may continue below to enter your estimates in each of the three input steps to see the "Eye-Opening" results in Step #4.

Percentage of Candidates Hired Who Turned out to be A Players: - In the field below, enter the percentage (without the percent sign) of the candidates that your company has hired recently who actually met your expectations and turned out to be A Players.
%

Percent of Candidates Hired Who Turned out to be Less Than A Players:
(automatically calculated)

Cost of Mis-Hire Calculator

The calculator below is designed to help you understand how incredibly expensive hiring mistakes can be. If you realize how costly these mistakes are, then you can better appreciate what minimizing them by implementing Topgrading can mean to your organization's success.

Instructions: To make this process more meaningful for you, rather than trying to compute averages to answer some of these questions below, base your responses on a specific mis-hired individual (not the costliest and not the least costly) with whom you are familiar and who represents a somewhat typical employee in your organization. (1) Enter whole numbers only since the calculator rounds the results to the nearest dollar. (2) To complete the calculation, fill in each of the boxes below and click the big, red button at the bottom of the page. (3) All fields are required so if you have no estimates for a field (ex: the "other" field), just input a zero in that field. (4) If you want to change the numbers, don't reload the page, just change the numbers and click the "Click To Calculate Your Organization's Cost of Mis-Hires" button again.
Total Hiring Cost • Recruitment/search fees (Was there a guarantee and if so, was money recovered?) • Outside testing, interviewing, record checking, physical exam • HR department time and administrative costs (for all candidates) • Travel costs (for all candidates, spouses, other executives traveling to meet candidate) • Time/expenses of non HR people (all candidates) • Relocation (moving household goods, purchasing house for candidate)	+$
Compensation • Base Salary Multiplied By The Number of Years Employed • Bonuses (“signing,” performance, etc.) for all years • Stock options (realized for all years), benefits (insurance, 401k, etc.), car, clubs	+$
Maintaining Person In the Job • Administrative assistant for all years • Office “rental” (incl. electricity, etc.) for all years • Furniture, computer, equipment, travel for all years • Training • Other "maintaining" costs	+$
Total Severance • Severance fee (salary, benefits, use of office), lawyer fees • Outplacement counseling fee • Costs in lawsuits caused by the person (EEOC, harassment, EPA, OSHA, etc.) • Administrative costs in separation, wasted time of people in separation	+$
Mistakes, Failures and Missed Opportunities • Examples: Value of a key customer who was lost or driven away, value of impaired customer loyalty, the launch of three “dog” products	+$
Disruption • Costs of inefficiency in the organization, lower morale, lower productivity, impaired teamwork	+$
Other • Anything else that is unique to your company or organization that represents a cost associated with mishiring	+$
Estimated value of Contributions • Even if a $50,000 per year store manager drove away customers and stole $1M, perhaps he or she contributed something. For example: Possibly the person hired five excellent employees or came up with a merchandising idea worth $500K per year to the organization's bottom line.	-$
Wasted Hours • Number of additional hours you and others spent dealing with mis-hire’s weak points — patching things up with customers, etc.
Percent of People Hired Who Turned out to be A Players:	%
Percent of People Hired Who Turned out to be Less Than A Players: (Automatically calculated from the data above)

Click To Calculate The Estimated Cost Of Each Mis-Hire In Your Organization

Number of Mis-hires You Need To Replace • Input the number of currently employed mis-hires (underperformers) that you would need to replace to achieve 90% A Players. For example, if your organization has 100 underperformers, you would need to replace 90 of them with A Players.
Click To Estmate The Total Cost of Mis-Hiring For Your Entire Organization

Welcome To Topgrading Calculators

Topgrading Talent Projection Calculator

Cost of Mis-Hire Calculator