Possible Solutions for High Turnover

3-5 Minutes to Read

Targeted Recruitment and Retention Programs as a Possible Solution for High Turnover

Modern businesses need to be able to focus on targeted recruitment and retention strategies that provide meaningful results. If an organization can retain its valued employees, it can often decrease the need to recruit new ones. Simultaneously, a great targeted recruitment plan can help ensure that the retention plans in place are as effective as possible. Getting the right employees into critical positions can often deliver support that no other specialized program could.

Solving high turnover within an organization is rarely an easy process. According to Gartner, finding the right candidates that are looking for long-term employment options that effectively utilize their skills and defining and communicating retention efforts can often decrease turnover by as much as 70%. But what steps should a company take to ensure their targeted recruitment and retention programs minimize the chances of excessive turnover?

candidate apply for position

How Can Targeted Recruitment and Retention Programs Decrease Turnover?

Companies that invest in targeted recruitment and retention programs inevitably will have less turnover than their competitors that don't. Not only does this approach ensure the top talent available is sourced and captured, but it also ensures that they continue to provide extended support for years to come.

Once a targeted recruitment strategy has found the ideal candidate for a position, it is vital to take the time to ensure the onboarding process sets them up for success. In this period, the employee should learn about their duties and job expectations. They should also be made aware of any additional benefits available to them that they may not know about. At the core of any retention strategy are a defined salary and any fringe benefits that align with the company culture or its employees. For this reason, these plans should be as well thought out as possible to ensure a positive impact at all times.

Job interview with human resource manager in office

For instance, if employees are paying for a gym membership on their own, the organization could look into an employee wellness plan that develops an in-house gym or forms a partnership with a local gym that employees can utilize. In addition to this, companies need to celebrate employee achievements to create a positive and nurturing environment that puts the business's most important assets, its employees, at the forefront of their mission. One effective alternative strategy among manufacturing or industrial industries is investing in employee success through certification programs that encourage growth or development among a position type.

employer greeting job applicant with handshake

Using targeted recruitment and retention programs to reduce turnover is just one aspect of a much larger plan. Taking the time to keep employees happy will ensure that they enjoy coming to work each day and want to be a part of its success. Take the time to review your current targeted recruitment and retention programs to see if they can be changed to reduce turnover in your organization. For a quick fix, Certified Source provides performance based staffing services that automate the entire process and ensure the best outcomes possible for employers.

Pre-Screening as a Possible Solution for High Turnover

Every company understands the headache that arises from a high turnover rate. Losing key employees hurts all aspects of the business, and when it is not controlled, it catapults a reaction of loss morale, which leads to more turnover.

High turnover will lead to increased costs and lost time invested in hiring and training new employees. Additionally, it can lead to loss of morale and productivity by the rest of the staff. These factors will ultimately damage the business's relationships with its customers and potentially lose revenue.

The best way for a company to address or avoid a high turnover is by investing in its hiring process. Evaluating an applicants' potential to determine if they are a qualified, productive, and reliable fit for a position can be tricky, time-consuming, and expensive if the right resources are not implemented. If companies with high turnover do not invest in pre-screening methods for their hiring process, their turnover will only go up while their revenue goes down.

corporate meeting job interview

How Can Pre-Screening Reduce Turnover?

The main factor in reducing employee turnover is hiring qualified and reliable candidates. Candidates that meet the proper qualification levels are more likely to be productive and satisfied with their jobs, leading to long-term retention. But, how to make sure you are hiring the right person?

This is when pre-screening testing becomes successful. Evaluating a candidate based on resumes, references, and interviews doesn't always accurately represent how qualified they are. With a pre-screening test, companies have the chance to learn more about a candidate's skills and qualifications for a specific position.

When selecting a pre-screening process, companies should consider the demands of the workplace and the characteristics of the business. Unfortunately, a test measuring job-specific aptitudes and skills varies between many industries. For example, a physical ability test can be implemented to reduce employee turnover on a physically demanding job. However, for a sales position, a personality test for customer service would be more adequate.

applicant hr interview
Senior committee manager reading a resume during a job interview

A pre-screening test can also run a background check and help reveal essential issues about a candidate such as:

  • History of workplace violence
  • Identity theft
  • Fraud and misrepresentation
  • Breaches of confidentiality agreements
  • Criminal offenses
  • Sexual misconduct
  • Poor credit history
  • Any other characteristics a company would prefer to avoid.

By implementing an automated pre-screening process, companies will cut time and reduce costs in the hiring process, have a better idea of how the candidate will perform, and increase the chances of hiring the most qualified person for the job. At the same time, investing in the right candidates will help with lowering turnover.

To implement an accurate and effective pre-screening process in a company, hiring managers often go on a lengthily trial and error period. Even then, most employers do not have the systems needed to support a successful pre-screening process. Certified Source can help simplify the process of eliminating high turnover through performance-based staffing services. With this strategy in mind, employees can rest easy knowing they are not only attracting the best talent possible but ensuring they have the incentivization to stay long term.

Pre-Employment Evaluations as a Possible Solution for High Turnover

Of all the challenges striking the modern work environment, high turnover rates take the lead. After the pandemic, more employees have been switching jobs after any slight inconvenience found within their current employer.

With new jobs being created every day, there are hundreds of options available that would encourage anyone to switch jobs or careers in the blink of an eye. Although it might seem uncontrollable, companies have found that implementing pre-employment evaluations help reduce turnover rates and ensure that candidates are not only looking for long-term careers but are also qualified for the position.

Pre-employment evaluations filter out candidates looking for short-term employment and help speed the process to find the candidate most likely to excel in the company culture by staying long-term and advancing within the business. Nowadays, most job separations are voluntary, meaning that employees willingly leave the company. Hence, companies must study and take note of this trend and implement necessary adjustments to their hiring and operational processes. Studies have found that those companies who implemented pre-employment evaluations experience around 39% lower turnover among high-potential employees.

hr reviewing documents

How Can Pre-Employment Evaluations Help Reduce Turnover?

While many companies do not use pre-employment evaluations for fear of it being costly or too labor-intensive, HR teams worldwide using this method in the hiring process have successfully lowered turnover rates, saved money, and increased growth opportunities for the company.

Pre-employment evaluations allow companies to identify top talent and provide enough insight to determine if they would be a long-term asset. While it saves time, cut costs, improves morale, and ensures a lower turnover rate, pre-employment evaluations are also helping employers make informed decisions that positively impact the company for years to come.

Without the proper monitoring, employers run the risk of legal issues arising. Companies must comply with anti-discriminatory state and federal laws and regulations for pre-employment evaluations to be legal, reliable, and valid. Pre-employment evaluations help measure the skills, character, and the intellect of a candidate, alongside other characteristics that vary according to the industry and position. The types of tests that could be run during pre-employment evaluations include cognitive ability tests, physical ability tests, aptitude tests, personality tests, honesty and integrity tests, polygraph tests, and medical examinations.

businessman checking document
hr manager looking through resume

Determining which pre-employment tests are necessary for your business and correctly implementing them will give you the ability to attack future turnover before it happens. The increased chances of hiring the right candidate the first time and building a long-term asset for the company are only some of the benefits obtained with the evaluations. Certified Source can help develop, apply, and simplify this process with intuitive and innovative Performance Based Staffing services.

Our systems are designed to fulfill employees' needs and ensure hiring the best candidates in the market. Therefore, allowing employers to take a hands-off approach and focus on other ways to develop their business.

Exploring Site Orientation as a Possible Solution for High Turnover

Most business owners and HR departments don’t put a lot of thought into their site orientation programs. Although they may show a new hire around the facilities and introduce them to their coworkers, this usually isn’t enough to ensure that a fresh employee has the confidence needed to excel at their job quickly.

Unfortunately, when this lack of confidence continues to grow, it could lead to dissatisfaction with their job choice and might lead them to leave. Before the business can even recoup their initial training investment, they must deal with high turnover.

One of the biggest problems that modern employers face is that they aren’t accounting for how a new employee will fit within the current company culture and its outlined practices. Many employees will start a job with high hopes; however, they will inevitably be “thrown to the wolves” and expected to perform at a high level with little to no training. While this may work for some entry-level positions, a well-thought-out site orientation program can help curb the root cause of this turnover and ensure that headcounts remain intact. But what can employers do to ensure that their site orientation programs are effective?

Man presenting ideas to the rest of the team

How Can Site Orientation Help Eliminate High Turnover?

Site orientation programs eliminate turnover when the approach is comprehensive and systematic. While this may seem like it would take an excessive amount of time to complete, most effective orientation programs can be completed in as little as five days – depending on the complexity of the position that is being filled.

Throughout this process, the new employee should learn about the company and their given job duty. It is vital to ensure this covers policies and procedures and integrates them into the company culture while setting expectations.

After the initial five days, the site orientation process shouldn’t be considered over. Most employees will know whether or not they want to continue pursuing a job within the first 90 days. Employers can also determine if the candidate is an excellent fit during this period. Taking the time to nurture the relationship during these 90 days is crucial for continued success and employee satisfaction. Without continuing to focus on new candidate development, the likelihood of them leaving and contributing to high turnover is much more present. In most cases, this period is often overlooked – resulting in excessive turnover simply because a new employee doesn’t feel like they understand the job.

Smiling young businesswoman shaking hands with a coworker during a meeting

Working with an experienced staffing provider might be the best solution for businesses struggling to meet headcount goals. At Certified Source, we have pioneered performance-based staffing methods that ensure candidates are the best fit for a business’s needs, that they meet company culture goals, and that they are trained appropriately before stepping foot into our client’s facilities. If you are interested in learning more about our processes and how they can help eliminate your high turnover, we would love to speak with you. No matter what your needs may be, we are confident our staffing professionals can help.

Exploring Function-Specific Training as a Possible Solution for High Turnover

According to many recent studies, around 79% of business owners agree that training reduces high turnover. While this may be a widespread consensus, it is crucial to understand why the approach works, and the key benefits that providing employee education can have on employee satisfaction and dedication. Turnover is often inevitable within the business world; however, that does not mean that specific programs and internal processes will not help decrease the likelihood. That is often where function-specific training comes in.

At Certified Source, we go above and beyond to ensure that suitable candidates are selected for vacancies with our employer clients. Through our performance-based staffing approach, we work directly with chosen candidates to ensure their training is as practical as possible and that they are ready to start making a positive impact on day one. However, as the company begins to ramp up and take on new workload challenges, having an internal function-specific training program can help employees remain confident and happy with their career path – further reducing turnover.

business people executive team listening to presentation

How Does Function-Specific Training Help Reduce High Turnover?

One of the most common ways that function-specific training helps to reduce turnover is that high employee satisfaction is often directly related to job performance. Giving employees the tools and knowledge they need to succeed will be more likely to develop an allegiance for the company. Simply put, education is a critical part of empowering employees and ensuring that they remain confident in their own abilities – simultaneously reducing the chances of them feeling overwhelmed or frustrated.

Function-specific training is often considered an investment in employees. Since the company is taking the time to provide this education, it often leads the employee to feel valued. If a company wants their employee to succeed, why wouldn’t they want to reciprocate and do the best job they can? Far too often, businesses view their employees as “dispensable.” However, this approach will lead to high turnover and the need to constantly retrain new candidates to fill vacant positions. Focusing on internal employees and making them feel valuable through function-specific training is a fantastic way to counteract this.

Finally, business owners need to understand that function-specific training will inevitably lead to growth. By creating a clear path for employees to follow for promotion, the process can be streamlined. What started as a novice can quickly become an expert in internal processes and industrial processes. Through training, some employees might be able to determine better ways to improve processes or workflows to continue transforming what is possible. These factors are crucial in a current employee or new employee’s decision to stay with a company.

business people discussing company presentation at boardroom table

Working with an experienced staffing provider might be the best solution for businesses struggling to meet headcount goals. At Certified Source, we have pioneered performance-based staffing methods that ensure candidates are the best fit for a business’s needs, that they meet company culture goals, and that they are trained appropriately before stepping foot into our client’s facilities. If you are interested in learning more about our processes and how they can help eliminate your high turnover, we would love to speak with you. No matter what your needs may be, we are confident our staffing professionals can help.