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High employee turnover – Hiring the right managers

June 22nd, 2010 No Comments

High turnover rates are among one of the top issues that businesses face in 2010. One of the core obstacles that create high turnover is an undefined interview process that fails to probe around the A model. The A model is an interview process that should be designed to identify A players and quickly filter out B and C players. Research has shown that high employee turnover stems from HR or management not clearly defining what type of people excels their organization. A good example to support this; the average turnover in a Sale VP has an estimated 15 million in lost revenue on a fiscal year.

Hiring the wrong employee – Mistakes

Not identifying the specific behaviors, traits, methodology and vision to execute
Not hiring people that fit your culture
Assuming that good sales people make good managers
Not probing on employment history
Hiring people that have lower than a 90% chance of succeeding

In 2010 organizations face fierce economic conditions, it is paramount to hire people that are going to be able to adapt to changing revenue models and make the right decisions. Identify the specific behaviors, traits, methodology and execution that makes the A model and base your interview questions around those specifics. Don’t settle for people that don’t match the A model.

Does your new hire prospect fit the culture of your company? Ask questions that help you identify if this person fits the vision of the organization. Specify what would help your organization meet the plans, goals and objectives.

“Can give me an example of a time where you had to use logic and good judgment to make a good decision?”

“When I call your previous 5 employers and ask them what type of performance rating they would have of you on a scale of 1-10 and why, what would they say?”

Hiring the right people means hiring people that have a 90% chance of succeeding. If they don’t fit that scale, don’t hire them. This can only result in a loss.