Is your company suffering from a lack of employee loyalty?
Attracting and training new hires is time consuming and expensive. Plus, a high resignation rate can disrupt a company’s culture, reputation and productivity. So, when screening job candidates, look for insight into how likely they are to stay with your company long-term.
Ask about the commitments they’ve made in their lives. Does their résumé show frequent job changes? Have they volunteered with a charitable organization for several years? How old are their longest friendships?
To learn what job seekers value, have them rank certain ideas in order of importance, such as salary, prestige, title, benefits, creative freedom, security, relationships and professional growth. Their responses can help you determine if they’re likely to leave as soon as they get a “better offer.”
Then, ask about each candidate’s favorite city or part of the country. If they enthusiastically name any place other than your town or region, assume they might leave quickly if a job opens up in their preferred area.
(See how we boosted one company’s targeted job applicants by 400%.)