More and more, companies are becoming increasingly concerned about their turnover rates. Employees are leaving jobs voluntarily when only working a very short time on the job, and employers are fed up. Who wouldn’t be? Long story short, turnover is a hot topic and organizations want answers in terms of how to stop it. It’s literally the million-dollar question!

Turnover is, rightfully so, a big concern for many organizations. There are going to be cases where a candidate will pass every step of your hiring process with flying colors and still turn over. Organizations should continually investigate the reasons why candidates are leaving organizations and strive to improve upon those reasons. Even modest reductions in turnover can bring significant positive outcomes to organizations. The causes of turnover are multi-faceted, and often the biggest contributors lie outside of the selection process. 

To learn about the lesser-known causes for turnover, click here.

When analyzing the return on investment (ROI) of your hiring process, in many cases you’ll examine the impact on turnover. However, it’s important not to overlook other organizational outcomes that may be impacted by the hiring process. In addition to reasons why employees are turning over on the job, consider evaluating the following five areas when determining the ROI of your hiring process.

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