3 ways your recruitment processes can prevent high staff turnover

Polina Montano is Co-Founder and COO at JOB TODAY, the UK’s leading mobile recruitment platform. JOB TODAY helps employers in the service industries find great staff quickly.

You’ll know when you have a staff turnover problem. Poor reviews, poor service, overstressed employees, underperforming teams and skyrocketing recruitment costs – none of this is good for business. And for employers in service industries like retail, hospitality and leisure, which have traditionally high levels of staff turnover, it’s especially hard to hold on to good staff.

There are many reasons for high staff turnover: perhaps your organisational culture could be improved; maybe it’s your reward strategy or that your morale is low. But have you considered how your recruitment strategy might be contributing to high turnover, especially towards premature departure, where staff leave in the first few weeks of their job?

The CIPD reports that, “Even when people stay for a year or more, it is often the case that their decision to leave sooner rather than later is taken in the first weeks of employment. Poor recruitment and selection decisions, both on the part of the employee and employer, are usually to blame.”