So much emphasis is put on reducing employee turnover. Before I went to college, I consistently heard about this thing called "turnover" and had no idea why companies worried so much about it. From my uneducated point of view I thought, "Just go out and hire some more people." As it turns out, losing employees and hiring news ones is an expensive process.

What contributes to employee turnover? There are so many factors that play into turnover, you could write books about it. In fact, there are dozens of books dedicated to the causes of employee turnover and the potential solutions for it. In my experience, many of these causes are relative. Some people leave for money, some for more responsibility, some for a better balance between work and life, some because they disagree with their managers and some because they dislike their jobs. These are just a few of the reasons.

Reducing Employee Turnover

Every company wants to know the answer to this question--how do we reduce employee turnover? Regardless of how wonderful your company is, there will always be some turnover. People will always leave. However, some companies manage to keep a higher percentage of their employees for a longer period of time. Most of these companies have one thing in common--they have a thorough hiring process.

Turnover can be reduced by refining the hiring process. This process should be thorough and efficient. The hiring process should be viewed as a layered filtering mechanism. Every step of the way, candidates have to make their way through certain filters. Some of these filters are encountered during the interview process and others are encountered through various screening measures like a background check or a reference check. Looking into outside resources to refine your hiring process is one solution to this problem.