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Difficulty getting people to even apply.
Life in Workforce Management
Difficulty getting people to even apply.
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Our tunover percentage is very low. However, when we do have a vancancy and we hire, the new employee does not stay more than 3 days.I have some ideas as to why this could be happening, but am having
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Forums » Topic Forums » Life in Workforce Management » Difficulty getting people to even apply.
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Difficulty getting people to even apply.
posted at 10/23/2002 6:57 AM EDT
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Posts: 8
First: 9/24/2002 Last: 9/21/2004 |
Our tunover percentage is very low. However, when we do have a vancancy and we hire, the new employee does not stay more than 3 days.I have some ideas as to why this could be happening, but am having a very difficult time making management see my point of view. I think that if we continue to go the way we are, we will have built a reputation of being a company that is hard to work for, and will continue to have a very difficult time recruiting and retaining personnel. Any suggestions on what I could do to sell my concerns? |
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Difficulty getting people to even apply.
posted at 10/24/2002 5:09 AM EDT
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Posts: 21
First: 8/28/2002 Last: 9/10/2003 |
Do you conduct exit interviews on these departing employees? How about a a follow-up phone call from HR asking for feedback after they leave (I assume some may just stop showing up for work, so this becomes a delicate PR move on your part as well).
Get specifics from as many of them as you can; talk to other employees they may have come in contact with over their brief tenure. If you anticipate these experiences happening with new hires, you should be in touch with them daily (a few minutes even) during their first several days just to gauge how they are fitting in and what they are experiencing. If you have specific comments from people (more than just your gut feelings) to share with your SR management, it will give some valididity to what you believe. |
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Difficulty getting people to even apply.
posted at 10/25/2002 3:16 AM EDT
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Posts: 977
First: 12/25/2001 Last: 10/3/2010 |
when new hires quit soon after they are hired it is clear indication that there is something wrong with the screening process. If you fix the process, the problem will be fixed.
Bob |
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Difficulty getting people to even apply.
posted at 10/29/2002 9:38 AM EDT
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Posts: 8
First: 9/24/2002 Last: 9/21/2004 |
Thank you for your feedback. We do conduct exit interviews and when we do follow up phone calls they hang up on me. Obviously the information on the exit interviews are not convincing enough. |
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Difficulty getting people to even apply.
posted at 10/31/2002 3:27 PM EDT
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Posts: 71
First: 7/19/2002 Last: 4/5/2011 |
It would have been interesting to know what you speculate could be the reason for people leaving so soon, given the low turnover rate.
If others aren't leaving it is either the selection process or that combined with unclear expectation setting and orientation for new hires. I am usually suspicious of supervisory quality with turnover, but in this case, the others are long term and are not leaving so this is unlikely the cause. Ensuring that people are properly acclimated to the job, performance standards, work expectations and working conditions may be a problem that proper orientation can take care of. If there is no formal process of bringing new people into the work team, then establishing a buddy system for new hires can work. Also, daily contact with the new person to see how it is going should be part of the mix, along with an end of week review. In this way, you might stem the turnover of new hires. If it is an unfriendly work environment where new hires don't feel welcome or accepted, then orientation processes should take this into consideration. Making long term team members responsible for the new hire, can help team members more quickly accept new people. Without more information, it is speculation. |
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Difficulty getting people to even apply.
posted at 11/6/2002 11:58 AM EST
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Posts: 378
First: 1/8/2002 Last: 9/14/2011 |
If turnover is low, but new hires quickly leave, I suspect there could be something wrong with the orientation process. Or something apart from that happens shortly after arrival.
I once had the same problem and found out that newcomers were being harassed by an employee that resigned as soon as I caught on to his antics. Something is rotten somewhere; keep investigating until you find out why these new people are leaving. If the trend continues, it could turn into a court case, I suspect. -Chuck |
Forums » Topic Forums » Life in Workforce Management » Difficulty getting people to even apply.
