Last updated : December 16, 2024
Inflation isn’t slowing down yet and many business owners feel the pinch just as strongly as their customers and clients. Looking for ways to cut costs is near the top of many Human Resources (HR) departments’ to-do lists. High employee turnover rates can devastate a business if left unchecked. Training a new hire only to turn around and retrain someone a short time later isn’t cost-effective in the least.
What are you going to do though? The positions must stay filled to operate at full capacity.
Tweaking your hiring process and becoming more selective in determining who your winning candidate will be may be all it takes to close that continuously revolving door.
Is your company drug-free?
If you don’t operate a drug-free workplace, now may be the time to put a protocol in place that promotes your company as having zero tolerance for drug use. It acts as a strong deterrent against using drugs in the workplace. In fact, most people who abuse drugs won’t even bother applying for a job once they learn there will be a pre-employment drug test.
Some states offer incentives to employers who follow its directives for setting up a drug-free workplace. However, there may be limitations, say, on the types of drug tests allowed for testing, as well. Failure to recognize the limitations could cause future problems should a disgruntled employee try and drag you into court over your drug testing policies.
It’s a good idea to make sure you understand any employee drug testing laws in your state and have policies and procedures in place before you drug test a single employee. Working with a third-party agent (TPA), like us, for instance, is another option.
We can assist you in writing your drug-free protocol, providing your managers with the training they need to recognize signs of drug use—as well as how to handle the process should an employee be exhibiting those signs—and holding classes for employees teaching them the dangers of drug abuse and addiction.
Of the 14.8 million Americans who use illegal drugs, an estimated 70% are employed. Employees with substance use disorders (SUD) are responsible for lost productivity, workplace accidents, increased absenteeism, and theft. This doesn’t include the added stress for those employees who work with or around someone with a substance abuse problem. Their behavior can be irrational, fraught with mood swings, or even violent.
Substance abuse in the workplace costs employers over $81 billion annually. Drug testing deters people with SUDs from applying for jobs and helps you weed out the ones who try and get over on you by falsifying a drug test.
Selective hiring steps toward employee retention
It’s hard to resist the urge to hire the first seemingly qualified person who walks through the door looking for a job when you have an open position that needs to be filled. Especially, if the position had just been filled recently and the employee quit or got fired. However, taking the time to discover the candidate best fit for the job makes it far more likely that your new hire will stick around for the long haul.
Money talks
The Society for Human Resources Management (SHRM) suggests that the number one tip for employers during these tough economic times is to reset pay scales. It’s certainly an appealing incentive for both new employees entering the company and retaining those already employed.
Of course, now may not be the time for that because, frankly, your company may be one of those struggling to keep the doors open right now. We understand that struggle is all too real for many companies, both small and large. If it’s not doable now, save that perk to readdress later when business is back to booming.
Review your interview questions
The questions asked during the interview can allow candidates to raise themselves head and shoulders above the rest when asked investigative interview questions. Devise questions that target personality traits or reveal how someone might fit in with your company culture.
Finding a person who melds with the positive flow of your workplace culture is a plus for retaining employees. It’s a great thing to look forward to going to work every day. If employees are happy, satisfied with their jobs, and enjoy being around their coworkers, odds are they won’t be moving on.
Interview questions can also be used to gauge how someone deals with conflict or a difference in personality. You can get glimpses of a person’s level of integrity by asking skilled questions as well. Minimize a candidate’s opportunity to fictionalize their responses by structuring your interview with questions that target specifics.
Assess the situation
Assessments are a popular tool used in the interview process. They provide insights into personality types, skill sets, and even predict job performance using job simulation assessments. In the latter case, the candidate has the opportunity to determine if the job is something they will be willing to commit to, thereby, lessening the risk of turnover and finding yourself conducting interviews again much sooner than you anticipated.
Cultivate your culture
A positive workplace culture is a huge step in reducing employee turnover because when someone feels valued and respected, they are motivated to work hard and do their best. Encourage open communication between employees and management, provide growth opportunities, and recognize your employees’ achievements.
We’ll mention here that providing a drug-free workplace works toward improving your company culture because employees know that you care about their well-being. The number one reason that employers drug test is for safety’s sake!
Promote a healthy work-life balance
Life moves fast and maintaining a healthy work-life balance is increasingly more important to employees. When they realize that you recognize their need for downtime and care about their personal lives, it increases their job satisfaction.
You can support employees in obtaining their optimum work-life balance and reduce their chances of burning out by:
- Allowing flexible schedules
- Providing remote work options
- Offering wellness programs
Slam the door shut on turnover
Employee turnover affects all aspects of your business to one degree or another. There are steps you can take to minimize it though. Making adjustments to your hiring process by devising investigative questions that help you determine a person’s character, personality, and work ethic cuts down on employee turnover because you are more likely to bring someone on board who will commit to staying.
Moreover, if you aren’t operating a drug-free workplace, now may be the time. Workplace accidents decrease, productivity increases, and absenteeism drops. People who use drugs aren’t apt to apply for a job with your company after word gets out about the test. Your company culture becomes more positive because employees feel safer and more satisfied with their jobs because they know you care about their well-being.
Odds are, they won’t be moving on to another job any time soon.
