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4 Common Causes of Quick Turnover

Posted on Jul 25th 2019


4 Common Causes of Quick Turnover

Recruiting is a difficult task in competitive job markets. Fighting bigger budgets and combatting a shallow recruiting pool often leaves small businesses with candidates willing to accept lower salaries.

When new hires don’t work out in tough job markets, the assumption is frequently made that it’s due to pay scales or underqualified candidates. However, there are often several other factors at play that contribute to high turnover.

Job Descriptions

It’s tempting to paint an open position in only the most positive light when the recruiting landscape is competitive. You don’t want to deter qualified candidates from applying, and may assume you can slowly introduce them to some of the challenges they’ll face over time.

The issue most recruiters face in this situation is that they leave the introduction to challenges to on-the-job experience. Many of the known issues a candidate may encounter are left unaddressed during the interview and hiring process. This can lead candidates to feel misled and disappointed in the position, as well as the team of people that fought to bring them onboard.

Unappealing Workspaces

You don’t have to offer pristine office space to win the recruiting battle. You should, however, allow candidates to see the working space they’ll spend eight hours a day in before bringing them onboard.

If you’re not an organization that offers remote working options, workspace and work environment can be a big factor in an employee’s decision to jump ship.

Company Culture

Culture fit remains an important component in onboarding talent that’s likely to stick around. This can be tempting to sacrifice when the market is tight or when several new employees are needed simultaneously.

Resisting the urge to hire a bad culture fit just to fill a seat can eliminate thousands of wasted dollars from your bottom line.

Direct Report Relationships

Even in positive recruiting experiences, some employees are still prevented from meeting and engaging with the person they’ll report to, as well as those that may report to them. Blind onboarding can result in quick turnover, as a new hire gets acquainted with some of the challenges the existing team dynamic may present.

Allow final candidates the opportunity to meet and engage with those they’ll work most closely with. Candidates that aren’t the right fit for the dynamic or that aren’t up to the challenge of fixing it will often remove themselves from the equation before an offer is made, saving you both time and money.