August 15, 2021
With the advancement of information and technology, recruiting potential candidates for an organization now has ample ways and approaches. In parallel, the expense of recruiting candidates nowadays is very high and equally calls for a more streamlined, time-consuming process to filter out the best candidate. However, despite the upgrades made to recruitment processes to create a practical selection, employee turnover rates have always been one of the trickiest occurrences to tackle in organizations of all scales. Therefore, this article will guide you through 3 steps that can help organizations manage employee turnover.
Hold exit interviews
One of the most obvious mistakes many organizations make when experiencing employee turnover is replacing the positions or job roles as soon as possible. But, in truth, this should be done only after other specific essential steps. One of these, or perhaps the most critical step of managing employee turnover, is trying to communicate with the departing staff or using an appropriate HR platform to obtain feedback from him/her on why they are leaving.
The departing staff will likely be frank about addressing the issues they have been facing and what has persuaded them to leave. Suppose the feedback received addressed issues with the organization, its culture, or any other drawbacks relevant to a specific unit. In that case, the necessary adjustments can be made within the organization before moving to refill the position or job roles. Failing to do this will only result in a recurring turnover pattern, which will turn highly costly and time-consuming for an organization in the long run.
Review the hiring process
Based on the feedback given by the departing staff, it’s also an excellent move to review the company hiring process. This will provide you with an outlook into the loopholes of your hiring process that fail to recruit suitable candidates.
If the feedback has nothing specific to do with the organization and becomes apparent that the employee couldn’t meet the role’s requirements and so left- then you can restructure the hiring process in a way that will screen all possible capabilities of candidates to make sure they are the best fit for a position. For example, this could be an addition of specific assessments, defining the job responsibilities better in the job description, expanding the scope of skills required for the position, etc.
Approach internal recruitment
Nowadays, with the appropriate HR software, it’s possible to track employee performance, skills, capabilities, etc., effectively. Suppose your organization has such a system in place, it’s always best to track down potential employees who can fill the role of a person who left – through a style of internal recruitment.
This will help organizations manage employee turnover in three ways. The first is that it’ll help to fill a job role instantly with minimum downtime and inefficiencies. Secondly, it can encourage the existing employee to do better as they are given chances to progress up the career ladder within the organization and make them feel wanted within the organization. Thirdly and most importantly, the HR department can take adequate time to restructure the hiring process, organizational culture, or training and development programs to improve the employee retention rate before getting in new employees.
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