DEC EDITION - DIGITAL

Indicative Costs

Position Profile

Time to determine the job specs

2 hours

$100.00

Advertising

Newspaper and or online advert

$500.00

Initial Screening

Assessment of 10-15 applications and initial phone screening (30 mins each

5 hours minimum application)

$250.00

Interviews Reference Checking Final Interviews Letters of Rejection

1 hour with 8 potential candidates

8 hours 2 Hours

$400.00 $100.00

Top 3 Candidates

Top 2 candidates re-interviewed by management/second person

2 hours

$100.00

Typed and emailed out

2 hours

$100.00

Replacement Costs

Statistically 1 in 3 employees resign or are not suitable inside the first 8 weeks, involving all costs again

Sum of Above

$1550.00

Total

$3100.00

Why do employees leave? General trends highlight the following key points as to why employees leave: • Employer didn’t have a credible recruitment process • No genuine reference checking “they said they can cook you said ok when can you start!! • Team fit work behaviours not suitable but you didn’t check genuine references • Resume said they walked on water your lack of due diligence came back to bite • They interviewed well don’t we all, you didn’t check genuine references • Over promoted set up to fail you made that call not the employee **** • Pay and working conditions not fully understood i.e.(communication/expectations/hours/inflexibility)

**** Over Promoted “ a great chef so I will not put them in charge!!!…… and the result lost the great chef and ended up with a less than ideal manager, a common issue and the knock-on effect is significant. The reality is this happens by default or design usually in high turnover organisations but in reality, you may have set them up to fail. What can you do? • Firstly, get your recruitment right, whilst it will not guarantee less turnover it will provide your business an improved ability to get the right fit but in addition you need to know the why! Remember this as Tasmania has small cities, regional areas and families generally preferring not to move away those that leave simply reduces the potential candidates in a high demand reducing supply market. This trend will continue and the view that if you look after good people they will look after your business generally rings true. • Unless you know this, it is difficult to address the factors contributing to turnover and build retention. A confidential exit interview should be conducted and wherever possible this is

• • •

Seek career opportunities elsewhere

Work Life Balance

Toxic Work Place ( Generally relates to poor leadership )

December 2019 www.tha.asn.au

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