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HR Data of the day : 80% of turnover is due to mistakes made during the recruitment process

HR Data of the day : 80% of turnover is due to mistakes made during the recruitment process

Turnover is a well-known phenomenon in the corporate world. Also known as job rotation or turnover rate, it is an indicator for assessing the rate at which an organization's employees are renewed. Employee turnover can be costly, especially when combined with the impact on team efficiency and productivity.

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What is turnover ?

Turnover is a term that refers to the rate of staff turnover within an organization over a given period, measuring the frequency with which a company's workforce leaves and is replaced by new recruits. A high turnover rate could indicate problems such as unsatisfactory working conditions, a lack of employee commitment or shortcomings in human resources management, while a low turnover rate is often synonymous with stability and job satisfaction.

 

How do you calculate turnover ?

To calculate the turnover rate, apply the following formula :

Turnover = (((number of departures + number of arrivals over a calendar year) / 2) / number of employees at the start of the year) x 100
 
For example, between January 1 and December 31, you had 260 employees. During this period, 6 left you, and 2 new recruits arrived.
 
The turnover is calculated as follows (((6 +2)/2) / 260) x 100 = 1,5 %.
 
 

What is good turnover ?

According to a study by INSEE in 2021, a turnover rate of less than 5% in France is considered low; between 5% and 15% is average, and over 15% is high.

The recruitment process : the first step in reducing turnover

Turnover can often be traced back to the recruitment process. Here's an overview of the main mistakes recruiters can make :

Poor match between job and candidate

If recruiters fail to identify candidates' skills, motivations and expectations in relation to the position and the company.
Candidate sourcing techniques in recruitment

Inaccurate communication of expectations

If job expectations, responsibilities and corporate culture are not clearly communicated to candidates during the recruitment process.

Lack of transparency

A lack of transparency on crucial aspects of the position, such as working conditions, growth prospects and company policies.

Ineffective selection process

If the recruitment process fails to adequately assess candidates' skills, experience and cultural compatibility, this can lead to hires who are not suited to the position or the company, increasing the risk of turnover.

How can you reduce staff turnover ?

Adopt an effective recruitment process

According to a survey by Deloitte, 22% of staff turnover occurs within the first 45 days of joining an organization. This involves clearly defining job requirements, identifying the essential skills and qualities sought in candidates, and developing rigorous selection methods. By carefully assessing candidates, we can ensure that their hard and soft skills match the company's culture, thereby reducing the risk of unsuitable hires and lowering turnover.

Encourage internal mobility

The second easily-activated lever for reducing turnover is to offer career development opportunities tailored to the interests and skills of your employees. This can take various forms, such as promotions, tailor-made training programs or even professional retraining opportunities. By offering a variety of development solutions, organizations can not only retain their talented employees by offering them growth prospects, but also strengthen their commitment and job satisfaction.

Valuing employees' work

Recognizing and rewarding employees' contributions and achievements in a regular and transparent way, by implementing recognition programs, financial or non-financial rewards, and offering positive feedback on a job well done, organizations can reinforce employees' sense of appreciation and belonging. This appreciation helps to increase employee motivation, commitment and loyalty, which in turn helps to reduce turnover by creating a supportive and rewarding work environment.

Improving their quality of life at work

To reduce turnover, we need to think about improving employees' quality of life at work. This includes aspects such as flexible working hours, work-life balance, a healthy and safe work environment, as well as wellness and stress management programs. A supportive work environment where employees feel supported, listened to and respected, organizations can foster employee satisfaction, motivation and loyalty, helping to reduce turnover and maintain a stable, productive workforce.

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