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Date Created: 12/20/15
Reduce Employee Turnover With Better Background Screenings When business leaders through the state are asked about the top issues that their business faces, a very important factor that is always in the top 1-0 problems is employee turnover. In case your business appears to be a revolving door once it comes to employee retention, it could really be holding you back as an organization. One way which one can reduce the case of employee turnover is by making sure that you are hiring candidates that won't leave. This starts through the hiring process, of course, and especially when it comes to the background screening. Stop Employee Turn-over in Its Tracks by Hiring People Who Wont Leave Certainly one of the finest ways to stop employee turnover is by hiring people who merely won't leave . Whenever you con-sider the actual fact that, on average, the price of employee turnover is equivalent to about 30% of an employee's salary, you will understand it is better financially to execute a top quality background check from the start and avert this cost. Would you rather spend less than $100 or several thousand? That's the basic pick you'll have when you pick between running a background check and expecting that an employee won't leave. Traits to Look For When Running Background Checks There are numerous "red flags" as they say, in regards to pinpointing a candidate who'll ordinarily be one who'll leave the firm in a short time period. Any of those traits is a history of leaving companies. You will rapidly have the capacity to see this whenever you run a background check on a specific candidate. For example, in case you are taking a look at the job history of the candidate and notice that they have had seven different work in the past two years, why is it that you believe that they will remain at your own firm o-n a long term basis? Odds are, they will not, and you would be out a lot of money. One more thing to try to find as it pertains to indentifying a candidate who will not stick around is their expertise and education, both of which you'll have the capacity to verify with a background check always. In case the candidate in question has a degree in biology and has worked in a private lab testing biological samples subsequently in a hospital research section, but applies for your open receptionist job, this would raise a red flag. Receptionist jobs are considerably more plentiful than those in biology, so they are probably only trying to get the job as your own receptionist until work in a laboratory opens up. When that happens, you can be sure they will leave. As you can see, using the background check procedure as a tool to weed out workers that will likely leave can definitely help improve employee turnover. The previously discussed traits are only a few of several things that you ought to watch out for when it comes to those prospective workers who'll merely become a member of staff turnover statistic. However, should you play the game right from the start and use the info from background check always, you'll have the capacity to lose the instances of employee turnover, significantly. background checks
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