Recruitment, Retention, And Redundancy: 3 Key Steps To Manage Employee Turnover
With the advancement of information and technology, recruiting potential candidates for an organisation now has ample ways and approaches. In parallel, the expense of recruiting candidates nowadays is very high and equally calls for a more streamlined, time-consuming process to filter out the best candidate. However, despite the upgrades made to recruitment processes to create a practical selection, employee turnover rates have always been one of the trickiest occurrences to tackle in organisations of all scales. Therefore, this article will guide you through 3 steps that can help organisations manage employee turnover.
Hold exit interviews
One of the most obvious mistakes many organisations make when experiencing employee turnover is replacing the positions or job roles as soon as possible. But, in truth, this should be done only after other specific essential steps. One of these, or perhaps the most critical step of managing employee turnover, is trying to communicate with the departing staff or using an appropriate HR platform to obtain feedback from him/her on why they are leaving.
The departing staff will likely be frank about addressing the issues they have been facing and what has persuaded them to leave. Suppose the feedback received addressed issues with the organisation, its culture, or any other drawbacks relevant to a specific unit. In that case, the necessary adjustments can be made within the organisation before moving to refill the position or job roles. Failing to do this will only result in a recurring turnover pattern, which will be highly costly and time-consuming for an organisation in the long run.
Review the hiring process
Based on the feedback given by the departing staff, it’s also an excellent move to review the company’s hiring process. This will provide you with an outlook into the loopholes in your hiring process that fail to recruit suitable candidates.
If the feedback has nothing specific to do with the organisation and becomes apparent that the employee couldn’t meet the role’s requirements and so left- then you can restructure the hiring process in a way that will screen all possible capabilities of candidates to make sure they are the best fit for a position. For example, this could be an addition of specific assessments, defining the job responsibilities better in the job description, expanding the scope of skills required for the position, etc.
Approach internal recruitment
Nowadays, with the appropriate برامج إدارة الموارد البشرية الحديثة, it’s possible to track employee performance, skills, capabilities, etc., effectively. Suppose your organisation has such a system in place, it’s always best to track down potential employees who can fill the role of a person who left – through a style of internal recruitment.
This will help organisations manage employee turnover in three ways. The first is that it’ll help to fill a job role instantly with minimum downtime and inefficiencies. Secondly, it can encourage the existing employees to do better as they are given chances to progress up the career ladder within the organisation and make them feel wanted within the organisation. Thirdly and most importantly, the HR department can take adequate time to restructure the hiring process, organisational culture, or training and development programs to improve the employee retention rate before getting in new employees.
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