Ever hired the best of an average bunch and regretted it?
Photo by Ricardo Gomez Angel on Unsplash
Early turnover is very common, here’s how to mitigate it.
Unfortunately, this is quite common.
Pressure to hire quickly, a referral gone wrong, a salary that isn’t competitive, a limited talent pool due to competition and other factors.
All of these scenarios can easily lead to making the wrong hire.
Hiring the best of an average talent pool is never a good idea.
Sometimes it’s possible to turn this situation around with the right support, mentoring or training but more often than not, this leads to your new employee not passing probation.
Chances are, the writing was on the wall well before the end of their probation though.
Then here you are, back to ‘square one’ 3, 6 or even more months after the role became vacant.
Readvertising may be an option, although I’d say proceed with caution. It’s important to understand what went wrong last time, understand your key learnings and put them into practice before you rush back ‘out to market’ again.
Even if your recruitment story has a happy ending and your new employee passes probation, you may not be out of the woods yet.
Early turnover is very common – nearly one in three Australian workers leave their new job within the first year.
To get it right next time, you need a robust exit interview, a thorough needs analysis on the role, some very honest conversations with key stakeholders and perhaps a fresh approach to how you position the role to market.
Finding the right person to join your team is a big decision. You can mitigate the risk of the wrong hire with a recruitment replacement guarantee.
Read more about this in the Heart blog.
For support with talent attraction or a confidential chat about your talent strategy and how to get recruitment right, get in touch with Cynthia Harris.