8 Ways to Reduce Turnover During the Hiring Process
June 27 2022
The Great Resignation continues to affect companies well into 2022. According to HireVue’s Global Trend Report, 55% of businesses reported higher turnover rates this year than in 2021. This alarming increase in turnover begs the question: why? It’s time for HR and other business leaders to get to the root of the issues causing the Great Resignation, and, more importantly, it’s time to fix them. Luckily, we know that looking at your hiring strategy is a good place to start. Outdated or rushed hiring practices typically lead to businesses hiring the wrong employees. Alternatively, a company that lacks clarity during the hiring process, takes a hands-off approach, or fails to create a sense of community at the beginning of a new employee’s journey could leave the employee feeling like they made the wrong choice.
Don’t let your new employees feel like they made the wrong choice. With these eight pieces of advice from HR leaders and business owners, modify your hiring and onboarding process to focus on what you can do to ensure candidates’ and new employees’ confidence in your business, as well as your confidence in them.
Implement Skill Assessments
Onboarding is a time-consuming process that could cost you money and productivity, so assess candidates before the interview. Consider implementing a skill assessment during the application stage to find the most qualified candidates. This helps to narrow down the candidate pool so that you can take time to interview the top candidates in depth. Skill assessments reduce risk and make the hiring process more objective and efficient.
Bill Glaser, Outstanding Foods
Establish a Thorough Interview Process
Panel interviews have various advantages. For example, panel members can listen carefully to candidates and watch their body language as each interviewer takes turns asking questions. By dividing tasks, both strong and weak interviewers can ask questions, increasing the chances that all relevant questions will be covered. A cumulative hiring decision also assists in decreasing the possibility of personal bias, improving the legitimacy of interview results. Because panel interviews can be scary for applicants, this type of question-and-answer style may provide you with a better understanding of a candidate’s ability to perform under pressure. A panel interview also aids candidates by allowing them to observe how potential future coworkers might interact. They may also gain a better grasp of the job role as multiple team members share their perspectives.
Gerrid Smith, Joy Organics
Hire in Multiples
Whether you’re searching for independent contractors or full-time employees, hiring in groups of two or more at a time is an effective way to reduce risks. The buddy system during onboarding supports both camaraderie and accountability, increasing engagement as each person sees new hire training through. Role-playing activities help reinforce learning when it’s time to practice client interactions, and classmates in training can lean on each other for support long after onboarding has concluded. Not every new hire will work out 100% of the time; hiring in multiples can help managers hedge their proverbial bets at worst and kick-start new hires’ sense of community at your company at best.
Benjamin Meskin, Cabrella
Have Candidates Meet with a Team of Peers
Before extending an offer, provide the candidate with an opportunity to meet with a group of their future peers. The purpose is not to interview but to give the candidate a realistic view of the role and team culture by talking to their peers. It also helps the candidate to onboard faster since they have already created a relationship with their peers. Some studies have shown that a significant amount of turnover within the first 12 months of a new hire’s time at the company is based on unrealistic expectations that developed based on misleading job descriptions. Failure to clarify the reality of a job role often results in a disengaged new hire and eventually turnover.
Scott Baker, Stage 3 Leadership
Assign a Mentor
A new employee wants the comfort in knowing there is someone nearby who can answer questions and provide guidance during the early stages of employment. A new employee will feel more comfortable with a veteran of the company who isn’t in a managerial position; they will talk more freely and won’t be as nervous about making a mistake. Building relationships within the company is a good way to maintain morale in your workforce. The relationship between a mentor and mentee could become incredibly valuable. People tend to remember fondly those in their career history who helped them when they were at their most vulnerable. Check out this blog to explore the benefits of coaching in the workplace and how to implement a standout mentorship program.
Alan Ahdoot, Adamson Ahdoot Law
Create a Referral Program
A referral program is extremely helpful in vetting new employees and avoiding recruitment risks. Your team members can be used as references who can attest to candidates’ character and work ethic. It makes the onboarding process a bit easier for new hires since they have a familiar face to help them feel more comfortable in their new work environment. When taking a referral, ask the current employee questions about the candidate, like how the two of them met, how they interact with other colleagues, and how their background aligns with the role. In doing so, it improves the employee experience and makes it an easy way to recruit top talent.
Sara Adam Slywka, Nestig
Host Trial Periods for New Hires
One way to mitigate risk for your business and new employees is by hiring on a trial basis. This gives both parties a chance to experience what it’s like to work together without long-term commitment. Sometimes the work environment isn’t the right culture fit for the new employee, and sometimes the business realizes that the new hire doesn’t have the knowledge and skills required to perform the position effectively. Whatever the case may be, hiring on a trial basis allows for more flexibility.
Cesar Cruz, Sebastian Cruz Couture
Hire Employees Who Care About Your Mission
Solely hire those who believe in your company’s vision. It’s understandable if you want to put together a team ASAP. However, rushing to hire people who don’t care about your mission will hurt your business in the long run. Be sure to take your time to find candidates that share similar passions. For example, if you’re in the wellness industry, ensure your staff is on the same page about the benefits of your products and your goal of improving people’s health. In the end, surrounding yourself with a supportive team will not only make work easier and business better, but the daily grind won’t feel like a chore for anyone.
Jeff Goodwin, Orgain
Use these tips to help your company retain talent. The Great Resignation is a challenge, but it’s also a signal that it’s time to change the way we approach hiring and how we treat our employees. One new approach is fair chance hiring. This requires companies to offer jobs to candidates before running a criminal background check to give ex-offenders a chance at employment. Continuous criminal monitoring allows you to implement fair chance hiring without sacrificing your company’s safety. Learn more about criminal monitoring here.
About Tammy Cohen
Tammy Cohen, an industry pioneer and expert in identity and employment screening, founded InfoMart 30 years ago. Deemed the “Queen of Screen,” she’s been a force behind industry-leading innovations. She was most recently the first-to-market with a fully compliant sanctions search, as well as a suite of identity services that modernizes talent onboarding. Tammy revolutionized the screening industry when she stepped into the field, developing the first client-facing application and a due diligence criminal search that has since become standard for all background screening companies. Cohen has received national awards and honors for her business and civic involvement, including Atlanta Business Chronicle’s Top 25 Women-Owned Firms in Atlanta, Enterprising Women Magazine’s Enterprising Women of the Year award, the YWCA of Northwest Georgia’s Kathryn Woods Racial Justice Award, and a commendation in the 152nd Congressional Record. To learn more about Tammy, visit www.tammycohen.com.
InfoMart has been revolutionizing the global background and identity screening industry for 30 years, providing businesses the information they need to make informed hiring decisions. They develop innovative technology that modernizes talent onboarding, including a first-to-market biometric identity authentication application and a verified sanctions search. The WBENC-certified company is a founding member of the Professional Background Screening Association, and they have achieved PBSA accreditation in recognition of their consistent business practices and commitment to compliance with the FCRA. The company is dedicated to customer service, speed, and accuracy, and it has been recognized for its success, workplace culture, and corporate citizenship with over 45 industry awards. To Get the Whole Story on InfoMart, please visit www.InfoMart-USA.com, follow @InfoMartUSA, or call (770) 984-2727.