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Reducing Employee Turnover – Hiring With Purpose


A general principle that the smartest companies work on: take time with hiring.


There may be a lot of pressure to fill a position quickly, but bowing to that pressure often leads to even worse situations later. That’s because taking time to thoroughly screen and monitor employees gives companies a better chance of making the right decisions, not just the easiest ones. These days, more businesses are making time for multiple rounds of interviews, additional background checks and screenings, in order to bring a more “detail-oriented” approach to hiring.

Revealing Big Problems Up Front
One way that additional screening and a thorough hiring process helps is to identify those situations that would quickly lead to big problems. For instance, there’s the issue of matching a person’s work history and performance to the requirements of a new job role. Without taking time to explore what someone did in the past, how can you know that he or she will be up to the task at hand?

There are also the background issues that can cause problems for companies that don’t do their homework. These include conflicts of interest, prior history with a company or firm, or other kinds of mismatches that keep someone from excelling in a new role. The same applies to criminal records that may end up disqualifying someone for work even after he or she has been selected for intake.

The Long View – Motivation and Reliability
Beyond some of the common issues that a little background research can reveal, there are some even more important details that often get talked about in multiple rounds of interviews.

Companies want to make sure that the individuals they hire are committed to their new employment roles. They want to know that these people will be what to bring interpersonal skills to the table to ‘live with’ co-workers and managers over time – and that the applicant’s skills and outlook will mesh with what they encounter on the job.

In general, companies want to make sure that they fill positions for the long run, not just for the week or the month. Anyone who’s been involved in hiring knows that there’s a difference between running through various new hires, scrambling to keep important departmental roles filled, or making one big hiring decision that will lead to long-term tranquility and job satisfaction.

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