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Employee Turnover: Is Your Hiring Process to Blame?

As a hiring pro, you depend on analytics and candidate feedback to track success in your hiring process. These metrics are even more important when it comes to the impact these processes have on employee turnover.

Unfortunately, it can be hard to identify how each candidate experience will impact their commitment to the company before their first day. With a strong job market, candidates typically have their pick of opportunities, and they may decide to take another offer even after they’ve accepted yours. The experience you deliver through the hiring process makes a big impact on their decision to jump ship, so it’s crucial to pinpoint the cause.

Don’t let your hiring process be an unknown factor in your turnover numbers. Here’s how you can make sure you’re getting the right candidates through the door:

Lay all expectations on the table from the start

All hopeful employees want to have a firm grasp of what they’re signing up for. A lack of transparency has a huge negative impact, causing quick turnover and leaving a bad taste in everyone’s mouth.

It’s crucial to fill candidates in on job responsibilities, workday expectations, and opportunities they’ll have for advancement. Additionally, early transparency in regard to pay can help weed out candidates who desire a higher rate before you take the time to go through the interview process.

Make sure candidates are well aware of all job details as early in the process as possible. And encourage them to be honest about what they hope to get out of the role and company. It will help ensure that the opportunity is the best fit for everyone involved.

Place cultural fit and soft skills over technical know-how

The 2018 TinyPulse retention survey found that when employees feel their company’s culture is a poor fit, they’re 24% more likely to leave to pursue other opportunities. While it’s important to find candidates who can perform the necessary tasks for the job, it’s even more crucial that their soft skills and personality are a good fit for your organization.

According to the LinkedIn 2019 Talent Trends report, 92% of talent professionals hold soft skill sets in higher regard than hard skills. They understand that hard skills are trainable, while soft skills are more directly related to innate parts of a candidate’s personality. 

When properly assessed against the company values, they illustrate who will best align with company culture. Focus the majority of your efforts on identifying which candidates will jive with your team — they can learn the finer technical points on the job.

Recognize candidate’s specific strengths

You, of course, know the importance of giving constructive feedback through the hiring process. However, candidates are looking for more than an assessment of their interview skills. They want to know what makes you certain they’ll succeed in the role. 

During the interview process, the candidates you’re evaluating are also measuring the level of satisfaction they think they’ll have with your company. If they don’t receive reassurance that they fit, they may be less likely to accept an offer, or worse, they may accept and keep looking.

Take time to let your candidates know why you think they’ll be the best fit for your company. If they showed you a specifically-impressive skill or have experience that directly relates to the job, make sure you highlight those connections. 

Make sure they fit the team

Your candidate’s ability to connect with your existing team can have a big impact on their success with your company. While medical sales is a highly-competitive field, making sure new hires can effectively collaborate is key. It’s critical for teams to play to each others’ strengths and ask for help when it’s needed.

When you introduce hopeful candidates to your team and give them a chance to interact before they’re in the trenches together, you get a picture of the place your new hire will take in the group. You might be in the position that you need a seasoned leader who can guide a young team to growth. Or maybe you’ll find more success with a green professional who can be shaped by the experiences of your veteran team.  

Levels of professionalism, communication styles, even interests outside of work — they all impact the way your team connects on the job. Make sure the candidates you’re hoping to hire fit the mold before you offer them a spot on your team.