SELECT PERSPECTIVES BLOG

Reducing Turnover: A Complex, but Achievable Goal [VIDEO]

Posted by  Ted Kinney, Ph.D.

It's a new year and we're excited to start it out by bringing a brand new vlog series to the Select Perspectives blog! We're going to kick off the vlog with a series of common questions we hear from our clients on a regular basis. A few of the members of the Research and Development team at Select International (myself, Ted Kinney, Ph.D., Director of Research and Development, Alli Besl, Ph.D., Research Consultant, and Jessica Petor, Research Analyst) will be sharing these questions with you as well as our answers and suggestions.

From this short video, you'll learn more about how an employee assessment relates to job performance and turnover, hear an important tip for combating turnover, and I also suggest some other related reading for you to check out, including our full whitepaper on the relationship between assessment scores, job performance, and turnover.

 

Transcript: Reducing Turnover: A Complex, but Achievable Goal 

Dr. Kinney: Using an assessment to combat a turnover problem is a complex situation and it is oftentimes misunderstood how an assessment might relate to turnover. Typically, when we interpret assessment scores, we always think: "higher is better," and that's true, particularly when you're looking at productivity metrics. 

This blue line represents productivity - the lower you score, the lower your productivity is likely to be. As your assessment score goes up, the higher your productivity score is going to be.

Turnover is a little bit different; sometimes it follows that path. Other times, though, for example, if you're not an "employer of choice" or there are external factors that impact your ability to retain top talent, sometimes we see a curvilinear-type relationship where lower assessment scores turnover at a high rate, middle of the road scores turnover the least, but then, as you start to get out, get higher assessment scores, turnover starts to go up again. That top talent might be leaving your positions because they have more opportunity to get other positions.

So, in order to understand how assessment scores are going to relate to turnover in your organization, you have to ask yourself some hard, honest, introspective questions about whether or not you are an employer of choice. 

Intrigued by what makes an employer of choice? Check out some of our other posts on this topic:

To get a more in-depth review on this subject, check out our webinar:

turnover reduction

Ted Kinney, Ph.D.

Ted is the Director of Research and Development for Select International. An Industrial/Organizational psychologist, Dr. Kinney leads a team of selection experts and developers in the creation and on-going research into the most efficient and effective selection methodologies and tools. He is a trusted advisor to many international companies across all industries. He has particular expertise in behavioral interviewing, turnover reduction, effective selection strategy, and executive assessment.

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