The only thing worse than a broken hiring process is a high turnover rate. Turnover costs companies money, creates chaos, lowers productivity, and wreaks havoc on company culture. But did you know reducing turnover actually begins with the hiring process?
It’s true, and it all comes down to hiring high-quality candidates. In this post, we’ll show you how to find and hire the best quality candidates to help reduce turnover, improve your company culture, and cut turnover costs.
The Best Candidates are Taken
If you haven’t been looking into passive candidates, now is the time to start. Passive candidates offer unique benefits and demonstrate a higher quality when compared to active candidates.
But what’s the difference between active and passive candidates? Active candidates are the ones recruiters often go for—the candidates out of work and/or actively searching for a new position. Passive candidates are those that are already employed, but are open to a new opportunity should the right one come along. You won’t find these types of candidates on a typical job board because they’re not actively searching for a job or new opportunity.
It may feel counterintuitive to go for candidates who are already employed versus those actively looking for a job. After all, isn’t an active candidate more likely to take the offer? The short answer is: yes, but are these the candidates you really want for your company? Maybe not.
Passive candidates should be your main focus because they actively show their quality and demonstration of skills with their current employer. Because they’ve been exercising their talents and have remained actively employed, they also take less time to train and adjust to the working environment.
Active candidates, on the other hand, may need extra training or a break in period in order to become familiarized again with their skills and the working environment, and sometimes there’s just no way to tell if an active candidate’s skills are as up to par as a presently employed candidate’s.
Improve Retention with Personality
You’ve probably heard the popular phrase “company culture”. However, if you haven’t given it much thought, it could be leading to a high turnover rate. While the services your business offers and the way the staff works toward those goals is important, company culture is even more important. Really, it’s the backbone of your business.
This is why your candidates’ personalities should be heavily considered during the hiring process, sometimes even more so than skills, talents, and experience. Why? Because skills and talents can be taught, experience can be earned, but personality is unchanging and unique to each candidate.
The individual personalities of your staff are what makes (or breaks!) your company’s culture. Also, it’s a proven fact that those who “fit in” with their companies have a much higher chance of longevity in today’s job-hopping atmosphere.
In other words, hiring for personality can greatly reduce turnover and improve your company culture altogether.
A Better Way
Listen, we get it—recruiting is hard. Sorting through a massive pile of resumes is stressful enough without having to narrow your focus down to passive candidates. Additionally, you can’t tell a candidate’s personality just from looking at a sheet of paper.
Luckily, that’s where GoGig comes in. GoGig’s focus is connecting the right passive candidates with the opportunities and business that need them most, like yours. More importantly, our platform also makes the job of hardworking talent acquisition professionals even easier, by analyzing each candidate according to an in-depth algorithm in order to provide comprehensive personality and emotional intelligence information.
With GoGig, it’s easier than ever to find and hire a higher quality of job candidate. Don’t believe us? Click the button blew to learn more about the biggest fundamental shift in hiring.
