Determining The Causes Of And Reducing Unnecessary Turnover Plus Saving Hiring Costs
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Employee turnover can often baffle a company. On the surface, the quick thought may be “but this is a great place to work.” But by digging deeper, employers are able to find more answers and find that the problem can often have nothing to do with the company. First, a company needs to realize the basic causes of turnover. Some of the more common reasons: |
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- Employee Dissatisfaction
- Employee Personal Life
- Socioeconomic reasons
- Company Needs
- Employee Personality
Next, the company must realize that more proper preâemployment screening assessments/tests would serve them well in better hiring practices. Otherwise, poor customer service, workforce instability, and low productivity are some of the problems that will continue to be associated with high turnover.
Organizational concern, however, most often focuses on the direct costs of turnover -- and for good reason.
According to an annual survey done by the Employment Management Association, the hiring of one hourly or production worker shows the costs can exceed one year’s salary. The survey also showed that hiring nonexempt office and clerical workers were even higher. Even with low turnover, these figures can add up quickly. Usually before employees can find the restrooms without getting lost, many administrative costs are incurred, such as recruiting and interviewing applicants, putting new employees on the payroll, and training the new employees.
To learn more about CoreCentive’s many pre-employment assessment strategies, visit http://www.corecentive.com/info/Assessment-Portfolio
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