Companies that experience a repetitive high turnover rate for new employees need to examine the hiring process and determine what tools they can put into place to make it more effective. From a financial perspective this problem costs the company money in the time spent on the process and in having to go through it again when the new hire backs out either before starting or just after.
Research has proven that there are several techniques that Human Resource personnel can incorporate into their routine in order to minimize the risk of a new hire not following through on their commitment to become a member of the company. At the very least these methods will help you gauge how the process is going and watch for signs that the individual may be backing out. Don’t forget that you can also get the prospective department manager involved to establish a connection and assist if manpower is an issue.
Maintaining Contact Prior to the Start Date
Once the interview process is over and an offer has been extended it helps to follow up with the individual. This gives them an opportunity to ask any questions they may not have thought of during the meeting and gives you a chance to get ahead of any concerns they may have.
It is always challenging for someone to leave a position and environment that they are familiar with to start over in a brand new place even if more money and better benefits are included. If they have already accepted the offer then fill the normal two-week notice gap with text messages and/or phone calls to see if there is anything you can do to help in the transition. Another idea is to have their future manager call them to welcome them and start establishing that business relationship.
What To Do With Counteroffers
It is not uncommon for the old company to offer more money to an employee they consider a valuable asset to prevent them from leaving. Since financial reasons are a high motivation for anyone it then becomes a business decision on whether you are going to counter offer or not. The only way to try and avoid this situation is to stay in contact and discuss with them upfront about their needs and priorities.
In the end there is very little that a company can do to change someone’s mind or the situation in this event so it is best to receive the notification with professionalism and work quickly to find a new replacement. This process costs the company more time and money or if everyone is in agreement and the candidate is worth it then up the price to lure them back to your side.
Final Thoughts
Every individual is motivated by something different based on their personal situation and professional goals so it is impossible to have 100% accuracy. However, the two most effective ways to minimize the loss of hours of manpower in the hiring process are to:
Follow up with the candidate until the day he starts his job and use other resources to maintain a good flow of communication
Set up a meeting with the new hire as a ‘welcome aboard’ and start integrating them into the company culture as this will remove the ‘outsider’ feeling and make them more comfortable
Even if you are the best Human Resource manager or hiring director in the industry there are times where the other company is going to get the best of you. Take the time to work with solid recruiting agencies that have a good vetting process and ensure that your process is thorough and interactive to give the candidate an experience that makes them want to work with your business.