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Posted on Jul 16th 2019
Are Your Job Descriptions Leading to New Hire Turnover?
New hire turnover can have a massive impact on an organization’s bottom line. Unfortunately, many businesses are already feeling the blow as a large portion of turnover now occurs in the first 30 days of employment.
This can result in thousands of wasted dollars recruiting, interviewing, hiring, and onboarding - per lost employee. But it’s not just the bottom line that takes the hit.
Employers and hiring managers spend unnecessary hours redoing work to find new candidates. Existing employees get burdened with the extra workload, leading to burnout and a loss of engagement for some.
Luckily, there is one element of this process employers have more control over than they might think.
In today’s tight labor market and against bigger recruiting budgets, it can be tempting to highlight and even oversell some of the perks of the role you’re listing. It can be just as tempting to leave very realistic challenges and hurdles new hires may face by coming on board.
The problem with focusing solely on the positive is that candidates don’t get a clear picture of the position they’re signing up for. In some instances, they end up lacking clarity on workplace culture, team structure, working conditions, and even benefits.
That’s not to say that all the possible negatives of the role should be spelled out in job descriptions. Rather, they should discussed at various points of the recruiting and interviewing process in order to weed out those candidates that would ultimately turnover during or shortly after onboarding.
Short-term, you may have fewer candidates get through the initial screening and interviewing process.
Long-term, however, you increase the likelihood that final candidates are a better match for the realities of the position, and therefore, the likelihood they’ll stick around.