Recruiting Mistakes That Increase Turnover
It’s no secret how tough recruiting and retention is these days. With job openings at record highs, and unemployment at record lows, recruiting and retaining top talent is one of the biggest challenges HR professionals are facing.
Recruiting is a whole new game now, and many recruiters are struggling to keep up with new rules and norms. To add to the pressure, it’s not just about finding and landing top talent… it’s also about retaining that talent. You have to play the long game in order to win.
Playing the long game in recruiting means avoiding practices that could contribute to increased resignations. You’ve probably heard of Quiet Quitting… but have you heard about Quick Quitting? Nearly 1 in 3 new hires quit their job within 90 days of hire (2022 Job Seeker Nation Report)… talk about a short game.
Don’t let your company become part of the Quick Quitting trend and play to win the long game in recruiting by avoiding these mistakes:
Mistake #1: Misunderstanding your problem and need
Don’t make the mistake of solely focusing on the hard skills needed for a candidate to jump in and hit the ground running. Instead, take the time to figure out what core competencies and characteristics your company truly needs from a new employee.
Having a realistic understanding of the problem your company has and what a candidate needs in order to solve that problem will help you better ensure you find the right fit for the long run.
Mistake #2: Not addressing development and growth opportunities
Employees who don’t see a future for themselves at a company are going to leave that company. Don’t make the mistake of addressing responsibilities and benefits during an interview only to forget to address development and growth opportunities.
Employees are interested in and focused on their long-term careers, meaning you need to show how your company can help them develop and grow into their full potential. If there’s a misalignment of long-term expectations, that employee is going to start searching for the next opportunity sooner rather than later.
Mistake #3: Being unclear or vague about challenges
There’s a lot of pressure to hire a top candidate before the competition has time to make them an offer. Be prepared to move quickly, but don’t paint an unrealistic picture for your candidate in an effort to get them to accept your offer.
Being upfront and honest about the position’s true responsibilities and upcoming challenges gives you a higher chance of retaining that employee in the long run. It means the candidate is accepting your offer with their eyes wide open and realistic expectations of what they’ll be facing. Nothing will make an employee jump ship faster than the realization they were misled and their expectations are way off base.
Mistake #4: Forgetting to ask about motivation
A candidate’s motivation is a great indication of their long-term intention for the role they’re interviewing for.
If they’re looking for money, you risk losing them to the next big offer. If they’re desperate from unemployment or to get out of their current role, they may accept your offer for the wrong reasons and be easily swayed to walk away.
If they were happy and fulfilled in a similar position, there’s a higher chance they’ll feel the same about the role they’re interviewing for. If they’re looking for an environment and workplace culture similar to your company’s, they’re more likely to stick around for the long run.
Not asking about a candidate’s motivations during the interview could potentially be a hiring mistake that quickly leads to more turnover.
It’s hard to find a tougher game than the recruiting and retention field these days. With so many new rules and factors outside of your control, you win by focusing on the long game. Avoiding the above mistakes during the recruiting process will help you avoid the Quick Quit trend and increase retention… and that’s what the long game is all about.
