Turnover is a common and costly issue for most organizations. In fact, the Bureau of Labor Statistics reports that the voluntary quit rate in the U.S. is usually close to 25% every year. The costs involved with replacing employees who leave are high. Not only are there costs in terms of the money and time it takes to recruit, hire, and train a replacement, but if the organization decides to not replace the employee who left, those who remain take on the burden of extra work.
How can you reduce turnover? Because it’s such a complicated issue, without one overarching cause, your best approach is to take a multi-faceted look at what may be causing turnover in your organization specifically. Hiring is one of the key areas you can start with. What follows are three steps you can take in your selection process to reduce turnover.
Step One – Use an assessment
Using an assessment that has been shown to reduce turnover at similar organizations, and in similar positions, can be a helpful first step. Screening assessments are tools that are typically used at the beginning of the hiring process, and they work by identifying candidates that wouldn’t be a good fit for the position and/or the organization. When well-designed, these tests use a variety of measurement methods to show who has a higher likelihood of being a risky employee to hire. When you use a screening assessment, you streamline your process by eliminating the riskiest candidates towards the beginning, before you have to spend valuable resources to assess them further.
Step Two – Assess motivational fit several times
Motivational fit is key in whether or not someone is likely to stay in the job for long, and assessing it several times throughout your hiring process is essential. Work schedule, organizational culture, and job duties are just a few examples of motivational fit factors. Motivational fit can be measured in pre-hire assessments, in application questions, and in interviews.
Step Three – Probe into past work history
Asking about a candidate’s past work history can give you some good clues about whether s/he is likely to turnover at your organization. Doing a review of a candidate’s previous work history during the interview process is always a smart idea. It doesn’t only tell you about the type of roles a candidate has previously had, but it also paints a story about their patterns. For example, does s/he seem to have skipped around frequently from job to job? If the answer is yes, ask questions about this. There could be logical explanations, or this could be a sign that s/he doesn’t tend to stay very long at any job. Ask questions about why s/he is looking for a new position. This could give you information about the reasons s/he tends to leave a job.
There are a wide variety of reasons why employees turnover, and some of these are easier to prevent than others. Having a multi-faceted approach to addressing turnover issues is your best defense against it, and starting from the beginning (with your hiring process) can help.