Are you experiencing a high turnover rate? Many companies resign themselves to the fact that this is just a cost of doing business. Even companies as large as Amazon high turnover rates, with an average employee tenure dropping as low as just one year.
While there are many factors that contribute to a company’s turnover, some of the main reasons employees choose to stay at a company include: good relationships with colleagues, job satisfaction, good work/life balance, and flexible work options. But more importantly, are you hiring the right people? Addressing a high-turnover rate begins in the recruitment process. In order to understand how to hire the right people for your business, you’ll need to recognise the wrong people.
In order to understand how to hire the right people for your business, you need to know how to recognise the wrong people.
Avoid people who lack the skills
You might think these candidates are easy to spot during the screening process, but if you’re not careful, the “fake it till you make it” applicants can slip through the cracks. While these candidates might have the confidence and ability to pull of the job, their lack of experience and skill could mean that they don’t know what they’re getting themselves into.
Use your website to portray exactly what your company is all about. Ensure it reflects what it’s like to work not only with you, but also for you. Your social media channels are another great way to provide insight into how your company functions, and what’s important to you.
Is your employer branding attracting the right talent? The LinkedIn Corporation “Lynda,” reported companies who clearly identify their values up-front are 51 times more likely to hire “fully engaged” employees who are the right fit for the company.
Don’t rush your Position Description. Take the time to really flesh out what the role is going to entail and what skills the successful applicant needs to posses. Think about the previous employee in the role and consider the strengths they’ve brought into the role and what areas could have been improved upon when drafting a Position Description .
Find the right attitude
Avoid candidates whose attitudes don’t match the company philosophy. This can be tricky to identify during in the span of one short formal interview, but we have a few tricks of the trade to share with you.
- Don’t rush a hire. Perhaps it takes more than one round of interviews to make a decision.
- Candidates want to impress you. Instead of hosting the interview in your office, mix it up in the second interview by taking the candidate out to coffee and pay particular attention to how they treat the cafe staff and take note of how they interact with those they’re not trying to impress.
- Check the candidate’s social media and have a look at the candidate’s interests, what others are posting about the candidate, and if the candidate has an overall professional personal brand that aligns with the company.
- If the role entails working closely on a team, give everyone a chance to chat with the candidate and ask for the team’s opinions.
- Interviewing more than one person? Compare apples to apples. Keep the structure of the interviews similar across the board and ask the same questions so you have a more accurate comparison of answers from the candidates.
Finding the right staff is paramount to your company’s success.
How a recruitment agency can help…
Recruiters are specialists in matching the right talent for the company. We take care of sifting through all applications, phone-screening, initial interviewing, reference checking, and skill testing so by the time the candidates get to you, they’ve already been thoroughly screened and you get to choose from the cream of the crop.