#InTheLineOfHire: How to Make Employee Turnover Work for Your Company

Remember when we shared a study on when employees are most likely to move?

We answered the “Now what?” in How Recruiters Can Use Turnover to Their Hiring Advantage, our webinar with The Resumator’s Justin Keller.

Missed the live event? Here’s the quick version.

Believe It or Not, There's a Bright Side to Employee Turnover

Building your company's dream team is a tug of war. 

Talented people and employers have been in a perpetual conversation to find a workable middle ground – one that meets candidates' expectations about the role and the company's needs to reach its goals.  

Bridging the gap between what job seekers want and what managers are able to offer is one item on a laundry list of recruiters' biggest challenges. Shifts in employees' behaviors and preferences can be seen in how frequently people are moving from job to job. There were 5.1 million job openings in February in the U.S. alone – that's the highest its been since January 2001. Frequent employee turnover becomes an inbred, expected element of the hiring process.

The good news? More employers are learning how to keep up with evolving working and hiring trends. We refuse to spoil what's to come in How Recruiters Can Use Turnover to Their Hiring Advantage, our joint webinar with the folks at The Resumator. But we did get a chance to speak with co-host and marketing director, Justin Keller, to understand why employees are quitting and to hash out potential solutions to the underlying, "Well, so what?"

Here's what he had to say.

Why You Should Hire Candidates for Potential

In a world where experience and job titles are one and the same, and the density of a resume can make or break a hire, the idea of hiring someone with less experience can scare some recruiters.

A candidate who looks exceptional on paper may not translate the same in the office. On the other hand, a candidate who has the basic skills needed to get the job done now and the drive to learn skills required for the job later can be just as good a fit as an ideal candidate.

Here’s why.

The One Interview Question to Ask New Graduates

There’s one question I ask when interviewing a candidate who's very early on in their career.

“Explain to me, in as much detail as possible, everything you’ve done to prepare for our conversation today.”

If the response to this question is weak, then I suggest you save everyone time and cut the interview short.

When it comes to assessing a candidate that’s just starting their career, you don’t have much of a professional track record to go off of. The above question will help you gauge a few important things.

Why 25:1 is an Important Number for Fast-Growing Start-Ups

One of the things I love about my job is that we get to see how hundreds of companies are approaching building their teams.

Over a number of years of doing this, you start to get good at pattern matching. What is it that the best companies are doing on the talent acquisition front that the not-so-great companies aren't. There are a lot of things of course but there has been one that has stood out to me lately.

The ratio of employees to people whose full-time job is to recruit.

How to Run a Secret Search for a CEO

As careful as the process is for hiring the right people for your team, there’s even greater pressure and attention placed on finding the best candidate to lead the team.

The CEO hunt and hire is hardly perfect. Think American Apparel’s Dov Charney, Microsoft’s Steve Balmer, Target’s Gregg Steinhafel, Groupon’s Andrew Mason, Pandora’s Joe Kennedy, Market Basket’s Arthur T. Demoulas.

Running a search for a CEO may prove to be one of the team’s biggest hiring challenges. As public or private as the company chooses to make the search, any communication gaps within and outside of the team can be a hitch to finding someone to hire and maintaining the morale of those on the team.

Top 10 Things We Learned about Hiring in 2014

New year, new open reqs, new hiring challenges.

Whether you’re in sourcing, talent management or HR, the myriad of obstacles companies encounter in the hunt for qualified people varies from the familiar to the modern, lesser-known.

Why do most candidates drop-off before reaching the end of the hiring funnel?
What is the employer brand and how does it affect engagement?
When are employees most likely to quit their jobs?

We’ve compiled a list of our most popular blog posts from 2014 answering these questions and more. Find out what lessons other companies found most important from a year of hiring.

6 Tips to Prep Your Hiring Calendar for the Upcoming Year

Our crystal ball for predicting trends for the next year told us to check back later, so we asked our recruiting pros for tips on getting ready for another year of hiring. We talk a lot about hitting the ground running – here’s even more NOS to get your team going.

6 End-of-Year Techniques to Build Your Talent Funnel

Know who you’re hiring in 2015?

Even if you just filled the last open req for the year or if the team’s activated a hiring freeze, stocking up your company’s funnel with qualified candidates is one of the smartest ways to get ahead of competitors. Having a talent pool prepped and at your disposal before the new year kicks in takes some weight off your sourcing team and can give you the extra support to hit the ground running as soon as the open reqs start coming in.

Before turning on vacation mode for the holiday season, run through this checklist to help your team meet their hiring goals for the upcoming year.

4 Reasons to Consider Rehiring Former Employees

If you’ve hit recruiter’s block and are near exhausting your resources for sourcing new hires, you may want to reconsider some old pipe matter – previous employees. 

While it may not have worked out between you and them at one point, finding your next great hire could mean onboarding a great hire again.  

Why You Already Have What You Need to Grow Your Talent Pipeline

Hiring top talent for the company can be a challenge when competitors are searching for candidates in the same, oversaturated pools. To hamper your recruiting even more, many of these candidates end up falling out halfway through the screening process.

The solution? Look around your office.

Time-to-Fill at Its Highest Since the Recession. Here's How to Deal.

Recruiters and hiring managers, are you ready? The time to fill open opportunities in the U.S. is about 23 days – the highest its been since 2009.