Steps to Reduce Employment Turnover
If you want to have an effective hiring campaign, you have to think long term. When hiring new employees, it can be difficult to consider how they will benefit your organization for the long haul. Fortunately, there are a variety of ways to make sure you pick the right employees who will stay with your company. The following are instructions on how to prevent quick employee turn-around;
1. Don't hire out of desperation.
Do not just hire an employee because you needed someone to fill the position yesterday.
That is what temporary employees are for. If you are looking for someone to fill the position long term, it is best to take some time to do your research. Gather as much information as you can about a job applicant. Information you would need is contact information for personal and business references, a list of past and present employers, social security number, birth date and more. These items will help you complete reference checks and to perform background checks to find out about any past criminal activity. Call on a reference. You are never too busy for that.
2. Offer skill testing .
If you want to decrease employee turn-around, you can perform skill tests on your job applicants. You can either do this directly through your human resource department or you can contract this responsibility out to a job placement agency. This is one of the tools that will help you determine whether you have found the best fit for each position your company has open. Not only that, but it also cuts down on your new applicant recruitment costs. Every company has some form of testing or verification. Have a competition with it or an incentive.
3. Profile For Temperament. Each job description should include a consideration of the social aspects of the job. Is the job task oriented or people oriented? Does the job require much interaction with the public? With other co-workers?
Temperament profiles can predict which people are best suited for
1. Don't hire out of desperation.
Do not just hire an employee because you needed someone to fill the position yesterday.
That is what temporary employees are for. If you are looking for someone to fill the position long term, it is best to take some time to do your research. Gather as much information as you can about a job applicant. Information you would need is contact information for personal and business references, a list of past and present employers, social security number, birth date and more. These items will help you complete reference checks and to perform background checks to find out about any past criminal activity. Call on a reference. You are never too busy for that.
2. Offer skill testing .
If you want to decrease employee turn-around, you can perform skill tests on your job applicants. You can either do this directly through your human resource department or you can contract this responsibility out to a job placement agency. This is one of the tools that will help you determine whether you have found the best fit for each position your company has open. Not only that, but it also cuts down on your new applicant recruitment costs. Every company has some form of testing or verification. Have a competition with it or an incentive.
3. Profile For Temperament. Each job description should include a consideration of the social aspects of the job. Is the job task oriented or people oriented? Does the job require much interaction with the public? With other co-workers?
Temperament profiles can predict which people are best suited for