5 Selection Criteria for Hiring in High Employee Turnover Roles
Roles with high employee turnover are challenging for recruiters, hiring managers, and the organization. You’ve most likely had some experience with the type of role employees are more likely to quit or leave, and you probably have had to deal with the challenges of keeping a steady workforce. Whether the role involves dealing with demanding customers or working in less-than-ideal conditions, some jobs have unavoidable challenges. Hiring the right employee for the job becomes even more critical in such circumstances. So, if you want to fill a high-turnover role, using these five selection criteria can help you identify the right candidate for the job who will stay with the company long-term.
Experience is crucial in determining a candidate’s suitability when hiring for high-turnover roles. Candidates with prior experience in similar roles can be more adaptable, productive, and efficient in the new position. These candidates require less training, reducing the time and cost of getting them up to speed. Moreover, experienced candidates can bring a fresh perspective and new ideas to improve job performance and productivity. They are also most likely already aware of the challenges involved in the position, having already experienced them firsthand. During the hiring process, it will be essential to assess how they have handled the role’s challenges in the past and to confirm that they are amenable to and capable of dealing with such challenges.
2. Cultural Fit:
The candidate’s cultural fit can also be significant in high-turnover roles. Hiring individuals who align with your organization’s values and work culture is essential. Candidates who fit in with the company culture are likelier to be engaged, motivated, and committed to their work. Such employees are less likely to leave the job quickly, reducing the high turnover rate. You can assess for cultural fit during the interview or with a pre-hire assessment. Ensuring your website and job posting accurately depict your organization’s values can also help attract employees who will be a good fit (and conversely, weed out those who wouldn’t be such a good fit for the culture). Transparency and honesty during the hiring process can make a difference in attracting candidates who will ultimately stay with your company for the long haul.
High-turnover roles often require employees to be adaptable to various situations and challenges. Candidates who demonstrate adaptability, flexibility, and a willingness to learn new things can be the perfect fit for such roles. They should be able to handle multiple tasks, work under pressure, and manage their time effectively. Moreover, they should be willing to embrace change and be open to feedback and constructive criticism. Using a behavioral interview to assess adaptability will ensure you can accurately assess the candidate’s skills and abilities. You want to ask questions allowing the candidate to give concrete examples of their adaptability on the job, such as, “Tell me about a time when you had to pivot during a project when something went wrong. What went wrong, and how did you adapt to ensure a good outcome?”
4. Communication Skills:
Good communication skills are essential for any job, but they become even more critical in high-turnover roles. Candidates who communicate effectively with their team members, superiors, and customers can positively impact the organization. Candidates should be able to express their thoughts, ideas, and concerns clearly and concisely. Strong communication skills can also help employees to build better relationships, improve collaboration, provide excellent customer service, and handle conflicts more efficiently. The interview tests a candidate’s communication skills, but you should also ask specific questions about their workplace communication during the interview. For example, “Tell me about a time when you had to explain a complex problem to a colleague or client.”
5. Problem-Solving Skills:
High-turnover roles can present many challenges, and candidates with excellent problem-solving skills will be up to facing those challenges. A candidate with strong problem-solving skills should be able to identify and analyze problems, evaluate possible solutions, and make informed decisions. They should be able to think critically, be proactive, and take the initiative to resolve issues quickly and efficiently. Again, it is important to ask specific behavioral questions during the interview to understand how the candidate identifies and handles challenging situations in the workplace. In some industries, it may also be appropriate to provide a case study or problem set for a candidate to work through aloud or on paper as part of the interview process.
In conclusion, hiring employees for high-turnover roles can be challenging, but using a structured hiring process to identify the right candidate can help you reduce the high employee turnover rate. Considering the selection criteria mentioned above, such as experience, cultural fit, adaptability, communication skills, and problem-solving skills, can help you hire the best fit for the job. You can improve job performance, reduce employee turnover, and build a successful business with the right employee.