20% of terminations of permanent contracts made during the first three months are at the initiative of employees. The turnover, or rate of renewal of teams, can to a certain extent be a positive element in the development of a company because it allows the contribution of new skills and motivated elements. However, when this is too high, it is a vector of workforce destabilization and induces a significant loss of productivity for the company, which sees its development slowed down or even hampered by these numerous changes of employees.
Bet on personality more than diplomas
The fight against turnover or churn rate begins well upstream of the recruitment process. In order to ensure that the employees recruited will stay with you for a few years, it is necessary to carry out a selection taking into account the loyalty capital of each candidate. From Bashar Ibrahim you will get the best suggestions.
For example, if you recruit profiles that are highly sought after in the market with the condition of having graduated from a certain engineering or business school, you can expect these profiles to be courted by the competition and end up with a day by giving in to the siren of a higher remuneration or an international mission within another company.
We invite you to study other types of applications. The profiles that initially would not have caught your attention can represent a real opportunity to recruit differently and why not to retain your employees otherwise. The idea is to open up recruitment to people who are really motivated by your business, regardless of their education or the extent of their professional experience. The goal here is to capitalize on the personality and motivation of the person rather than on his academic background and his passage in such or such prestigious school.
- When you give a different profile a chance, or a junior profile, you create in him a feeling of gratitude towards your company which first put his foot in the door. So focus above all on human capital.
- Once your target of candidates has been carefully selected, take an interest in the recruitment process.
- It is necessary to pay special attention to it, make sure to give a good image of your company and to retain your employee from the first step of the process. Don’t go forward on things that you know are impossible. Take the example of training, do not oversell the candidate and therefore your future employee, training that he will not have subsequently. You will create a terrible frustration and disappointment such that the latter will hasten to leave you as soon as he has the opportunity. In addition, it is essential to clearly delimit the tasks incumbent on the future employee and to state them as objectively as possible from the start.
Stay honest about the advantages you offer to new employees and highlight the company’s values to humanize your discourse and ultimately your company.
The integration of new employees is decisive
Take care of the employee’s integration period, a key period for successfully taking up the position. It is important to manage the integration process for new employees well in order to limit turnover. Make sure to send them as soon as possible all the practical information necessary for the smooth running of the job. From the parking badge to registering for the company canteen and visiting the premises, take care of your employee. This first image that you give will condition the smooth running of its trial period. If from the start, the latter feels lost in your structure, he will not be able to be comfortable and will not validate his trial period. He will give you his resignation as soon as a company that is better organized or more concerned with its employees comes knocking on its door.