Last month, we saw that it is extremely costly when an employee quits ( ‘Increasing Turnover Rates – Why Now and Six Tips to Deal’). These costs are incurred on many levels, but if their position is highly specialized, costs could be around 400% of the employee’s annual salary.
Wouldn’t it be great to identify candidates who are more likely to leave before you invest in hiring them? How can you sift through the candidates who are ‘just looking for a job’ from those who are thirsting to work in this role at yourorganization?
The first source of information you get about the candidate is the resume.
Once you’ve narrowed down your selections, you conduct interviews.
What are some tips for identifying candidates who will fit well into your organization and stay long-term?
It takes time and effort for HR practitioners and hiring managers alike to find candidates that they can trust will remain with their organization long-term.
Please contact us at firstname.lastname@example.org so we can work together to create solutions that work best for you and your organization.