Home » Ensuring Low Staff Attrition

What was the problem?

This company did not have a large turnover of staff but they found that they were not getting the right person for the right job. So they either moved that person to another role, accepted the person could not do the role to the standard they wanted or they left.

What we did

We came in and reviewed their company to see what roles were required to ensure it ran effectively. Then began the exercise of role mapping to understand who has been successful in the roles, their qualities, what made them so good at that role.

What happened next?

We set up job specifications clearly stating the kind of person we wanted and briefed the recruitment agencies. We then trained the managers to interview with specific questions to get the answers to show evidence from the candidate they were capable of being successful in the role. The next step was to build an induction plan along with a probationary review at fixed periods to ensure the employee was given feedback on where they needed to improve and where they were doing well.

What was the result?

The managers were able to find the right candidates to suit the role and the company. The employees were inducted into the company effectively but importantly given feedback to allow them to improve where they were failing. This resulted in a reduction in recruitment fees but also they defined the right sort of person that would not only be successful in that role but in their company allowing them to progress within the company.

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