You spent time combing through hundreds of resumes. You selected the three best candidates and had a team of people interview them. After collecting their opinions and performing background checks and references, the employee started. One month later they quit.
Unfortunately this scenarios happens far too often, costing organizations anywhere from $25,000 to an amount equal to the annual salary plus benefits of the position now vacated. Instead of working on employee development, the HR Department must shift to the task of finding a replacement.
In 2004, there were 7 predominant reasons for this quick turnaround, according to a survey conducted by Amacon. Here are the reasons they found:
1. The job or workplace was not as expected.
2. There was a mismatch between the job and the employee.
3. The employee was receiving too little feedback or coaching.
4. The employee discovered too few growth opportunities.
5. The employee felt devalued and unrecognized.
6. The employee was stressed by overtime.
7. The employee loses trust in senior leadership.
Each one of these reasons is a result of false impressions on the part of the applicant and / or the employer, the corporate culture, or the candidate’s personality.
Oddly, the first six reasons are easily detectable and redictable with the use of online assessments such as the Step One Survey and Profiles XT. These assessments measure the applicant’s integrity, reliability, work ethic, personality, job fit, culture fit, and other key factors to ensure they are a match to the job, their co-workers and supervisors, and the work environment.
If the employer is honest with themselves about the true advancement opportunities (#4 above), they can compare that to the ambition and drive of the candidate. If the candidate will be overly aggressive and competitive for growth, yet promotions will be sparse, the candidate may not be the best for the position. Likewise, if the employee has high initiative entering an environment where supervisors are too busy to give individual feedback, the candidate’s success is better.
Of course a key element in the success of the assessments is the recruiter’s ability to take an honest look at the position and it’s requirements. Assessment organizations, such as Max Impact, work with employers to get an accurate, fact-based gauge of the employer’s culture and the job requirements. Top performers can also be bench-marked for the best results.
Assessments have been extremely helpful in reducing turnover and the subsequent costs associated with recruiting and training.
If you would like to speak to an assessment professional, call 248-802-6138 or send an email to
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Rick Weaver is an accomplished business executive with a wealth of experience in retail, market analysis, supply chain enhancement, project management, team building, and process improvement. Building on a strong retail background, Rick moved to full supply-chain involvement, working with hundreds of companies to improve sales, processes, and bottom-line results.
As Rick’s interaction in varied industries expanded, he became troubled as he increasingly noticed that people and companies had untapped or unfocused talent.
Coupled with Rick’s passion for training and development, popular style of interactive workshops and seminars, and strong desire for continuous improvement, he founded Max Impact Corporation to be singularly focused on helping individuals and organizations achieve high performance. Rick is a popular speaker at seminars, workshops, and conferences. He has spoken in 43 states, including Alaska and Hawaii, and in Canada and Puerto Rico. He is available to speak at groups of all sizes.
Contact Rick at 248-802-6138 or
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