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Recruiting Challenges: Overcoming The Optics of Consistent Position Turnover

As a follow up to the recent blog post about job hoppers, comes a topic that is often taken for granted by many employers: the optics of consistent position turnover. A position that has had significant turnover can be a red flag for candidates and guess what, in today’s market these candidates are absolutely asking the tough questions.

“I’ve seen that this role has been open for some time, why?”
“This role has been filled multiple times in the past few years, why?”
“It seems you had a really well qualified employee in this role previously, why did they leave?

As an employer, are you prepared to answer these questions? Further, are you prepared to articulate to the candidate what factors have changed that will make them successful where others were not?

The fact is, if a company has had significant turnover in a role…the company is part of the problem. The company is either missing the mark on the candidates they are selecting and/or has not taken the time to determine if the role, even with the right candidate, is set up for success.

If you’re reading this and inadvertently start thinking about that position that seems to be on an endless conveyer belt of recruiting, it’s time to take a long, hard, introspective look at your recruiting process and the role itself.

Below are some key steps employers can take to help identify and address consistent turnover issues that may be occurring:

  1. Review the resumes of candidates that have been in the role. Were there signs that they may not have been successful? Have you re-evaluated what candidate qualifications and experience are needed in the role?
  2. Review the exit interview data. What common themes do you see from departing candidates? Are they providing some insight that can and should otherwise be considered? Not doing exit interviews? Start now.
  3. Talk to you team. Gather feedback from those that have worked closely with the role. Where do they feel that changes should be made and why?
  4. Own the problem. If a candidate asks the hard questions, respond with transparency. A strong candidate will appreciate and likely be attracted to an employer that has recognized its own responsibility in the turnover of a role. Note, this can’t be successful unless the employer can also legitimately say they’ve done steps 1-3…but by taking these steps, you can not only attract a strong candidate, but truly set them up for success.

As part of HR Works’ Strategic Placement Services, we work with employers to help them understand where there may be opportunities to improve their retention rates and in turn, improve their chances of recruiting top candidates.

Struggling with the recruitment or retention of an Human Resources professional?  Reach out to HR Works today!

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Adrienne Schleigh | Senior Director, Talent Acquisition Services
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HR Works, headquartered in Upstate New York, is a human resource management outsourcing and consulting firm serving clients throughout the United States for over thirty years. HR Works provides scalable strategic human resource management and consulting services, including: affirmative action programs; benefits administration outsourcing; HRIS self-service technology; full-time, part-time and interim on-site HR managers; HR audits; legally reviewed employee handbooks and supervisor manuals; talent management and recruiting services; and training of managers and HR professionals.