When asked about the immediate and long-term impacts of staff turnover, many HR managers and executives reply that it’s a negative thing.
But, leaders of some of the world’s most profitable organisations see this as an opportunity.
Yes, the goal when hiring a new addition to your team is to place someone in a role they will excel at and be content with for a lengthy period of time. But, having members of your organisation leave (who weren’t the correct fit) isn’t always a bad situation – this can be the moment to give your existing team new and exciting opportunities.
Before I get into the “why,” let’s examine some of the most common reasons for attrition:
- Feelings of skillsets being underutilised or certain abilities not being used at all
- The repetitiveness of tasks or daily responsibilities
- The sense of being stuck in a role they were only expecting to be temporary
- Lack of dynamic growth or potential in their current position
- A change of interests (personal or professional) that no longer align with their path in the organisation
When you take these into consideration, you can imagine how some of these same feelings could influence you to make career changes yourself.
Your staff are no different. They are constantly evaluating their happiness in their current job.
This is why the most successful organisations around the globe, whether they have dozens of staff members or thousands, use turnover as a chance to “shuffle the deck,” so to speak – recruiting from within to refresh the work culture and reduce turnover rates in the future.
As we get into the “how,” I’ll explain to you what Aspirant from Recruitment Assessment is, and why it’s an essential tool for your organisation during this process.
Imagine this scenario…
One of your department heads is in need of a person with strong sales abilities to fill a vacancy. Recruiting is costly – both in time and money, as well as risk – and there’s little guarantee that the new hire for the sales position will become a long-term asset.
In one of your other departments, that’s unrelated to sales, you have a very talented staff member, let’s call them “Chris Smith,” with exceptional sales ability who is also losing interest in their current role, and is looking for something more challenging.
This is where many companies miss the mark – lacking knowledge of the many skills and abilities possessed by your staff members (unrelated to the roles for which they were hired), causes forfeiture of opportunities that are completely free, not to mention vital in:
- Retaining staff
- Cultivating an exciting work culture with limitless possibilities
- Keeping your team focused on growing with the brand, knowing they can branch into other roles
When hiring a candidate, this analysis is usually done – to some degree at least – so that you should have hired round pegs for round holes. But, you cannot rely on the skills highlighted in their application, as they’ll likely tailor them to match the role you’re hiring for.
Why would Chris tell you about his sales ability when it added no value to the job he was applying to? This could be one of a dozen skillsets Chris has that you are unaware of.
Using Aspirant, this valuable skills information is organised in a searchable way, giving department heads vital insights about the collective skills possessed throughout your organisation – not just the ones mentioned during interviews.
In other words, you see the whole picture of your staff and thereby gain far greater value out of them, increasing the speed with which you can supply skilled workers to meet needs.
The Features and Benefits Of Aspirant
Strengthening your organisation begins with empowering individuals. Aspirant enables any staff members, who so choose, to access a personal testing centre.
- Here, they can select any / all pre-configured online multi-topic tests
- These results then form part of their competency portfolio where they can anonymously show their prowess
- These results might have no relationship to their current role or skills that were assessed when they joined the company
- Managers who have a vacancy can search the data set against several different criteria
- Via the HR department, they can then make contact with any candidates that have the requisite abilities/aptitudes, let them know about their roles and see if they want to know more about the position
Now, your staff members can take pride and ownership in their current roles within the organisation, knowing that being considered for other different roles is part of the culture.
Increase efficiency, reduce turnover, lower costs, and build vast, loyal teams by learning more about those who work for you. Aspirant by Recruitment Assessment makes this process simple and streamlined.
Learn More With No Obligation
I welcome the opportunity to address your questions, and to provide detailed answers about how our system can fit into your existing staff management structure.