In the movie “Groundhog Day”, Bill Murray’s character is stuck living Groundhog Day over and over again in Punxsutawney, Pa. Living the same events multiple times drives him batty and he ends up doing crazy things like robbing an armored car and kidnapping Punxsutawney Phil. In the end, he learns that he just needs to change his perspective in order to get out of the never-ending cycle of Groundhog Days.
Regardless of your opinion of the movie – I happen to love it – “Groundhog Day” offers an interesting lesson: if you just change your perspective, something you’ve been struggling with can be solved.
If the revolving door of turnover has you feeling like you’re stuck in your own personal “Groundhog Day”, changing your perspective on hiring can help.
The fact that a revolving door is used as an analogy for turnover means you aren’t alone if you’re facing high turnover rates. Particularly in the hourly industry, which faces turnover rates well over 100 percent, employers struggle with how to keep employees on the job longer.
If you view hourly hiring as a way to just fill open positions, then you need to change your perspective. Hourly employees have more customer interaction than any other employee group, so viewing each hourly employee as a strategic hire can make a world of difference in your turnover rate – not to mention your bottom line.
To change your perspective on hourly hiring you have to start at the beginning. The way you source applicants can make or break your hiring results. Start by going directly to the audience you hope to hire. By posting jobs on a niche job site targeted to hourly job seekers your open positions will be in front of a group of active job seekers looking for the types of jobs you have to offer.
Once the applications start rolling in, look beyond experience to determine the best-fit employee. It may be counterintuitive, but research shows that aptitude and character fit are better determinates of a successful hire than experience. By including a behavioral assessment in your application process, you can evaluate applicants against the core characteristics essential to success in your business. When you can hire employees who are a good fit for the position and your type of business, you’ll find that they’re more engaged in their work. And the more engaged your employees are in their work, the less likely they are to leave.
After building your highly engaged hourly workforce, you can keep them engaged by empowering your employees to make decisions that will provide better customer service, recognizing those employees who go above and beyond, and offering training opportunities to help your workforce grow and learn new skills.
If turnover has you feeling like you’re living the same hiring results over and over again, you need a change in perspective to stop the cycle. Speaking to your target audience and looking to fit first and experience second can help put a stopper in turnover’s revolving door and help you wake up to Feb. 3.
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