Dealing with high turnover rates is difficult at any company. So, if you're a hiring manager who's on the lookout for someone new to join the team, you have to be thinking about the longevity of the employees you hire at your company.
It's often easier said than done to guess who stick around while hiring, although there are specific steps you can take to recruit employees with endless potential. Check out these tips for recruiting employees who are sure to last.
Proper Background Checks
First things first, when hiring an employee, you need to think about how their background might inform their current choices. If you conduct a background check with reliable sources like scoutlogicscreening.com, then you'll get a complete picture of your candidate.
Make sure to screen for things like education and criminal history and keep an eye out for more unique confirmations like license verification and employment history. These two factors can be incredibly telling during the hiring process - you need to be sure that the person you’re hiring is qualified to perform the role and didn’t just embellish their skills on their resume.
Consider A Skill Test
Another common reason an employee may not last is that the person who's hiring them and the person running their department have different perspectives on what makes a good candidate. Suppose a hiring manager in HR doesn't know how to test a candidate's skills, such as writing code or handling a database’s management. In that case, things get difficult early in the hiring process. For that reason, employing a skill test is a great and more objective metric to see who would fit in well at a company.
An effective skills test might include proofreading a misspelled document, talking to a problematic fake patron over the phone, or even writing a program in real-time. These skill tests serve a different purpose than a preliminary portfolio assessment because not only do they let you observe someone’s completed work, but they unpack someone's skill set and allow a group to see how an individual performs under pressure.
These real-time skill tests will demonstrate how a potential team member handles their work in a stressful moment. All in all, this data will tell you a lot about how they'll be able to handle themselves in the workplace at large.
Moreover, a skill test also helps remove some biases that may occur when screening candidates. No longer are you forced to rely on an education system or even subtle biases that occur from seeing candidates who look, unlike your other candidates. With an objective skills test, you have a substantial piece of data to point at in your hiring process.
Be Honest From The Start
One of the most common reasons employees leave a company on short notice is that they feel they haven't understood their expectations from the start. When it comes to factors like company culture, actual hours expected from work, and the level of flexibility needed from individuals, it's essential to outline them clearly. Otherwise, you'll simply end up having employees leave who feel like they have been misled.
Though it may be painful to admit that your company expects long hours or has a month or two of intense work, it's better to clarify this. Then, hopefully, you won’t be dealing with a turnover when it's essential everyone is working during a period of high volume.
Altogether, transparency from the start will help you maintain employees who align with the company’s vision and workload.
In The End
All in all, a combination of verification, skill testing, and transparency can help you maintain the best employees after the hiring process.
When you onboard people, it can be tricky, but with this little extra bit of research it should be easier!