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How to Decrease Employee Turnover with Video


How to Decrease Employee Turnover with Video

When it comes to employee turnover, every organization will be different, and every department will also be different. For example, if you have a workforce made up of largely entry-level employees, it’s likely that your turnover rate will be higher because younger employees (millennials, specifically) generally only stay at their jobs for a couple years, and the cost of replacing entry-level workers is lower. Mid-level employees, however, can cost as much as 150% of their annual salary to replace, and high-level or highly specialized employees can cost as much as 400% of their salary.

According to Gallup, about 10% annual turnover is normal, considering, on average, 10% of the workforce is disengaged. Of course, most organizations want their turnover rate to be as low as possible because the larger the turnover rate, the more money it costs the organization in hiring costs and loss of business or productivity. Overall, the main reason for turnover is disengagement, so here’s how to decrease employee turnover with video by increasing engagement throughout the workforce.

Remote Flexibility - One benefit of video technology, whether it’s video interviews or video chat, is that it helps connect people despite geographic boundaries. When this technology first became widely available, it presented an opportunity to speak with candidates or colleagues face-to-face instead of only communicating via email or phone. Organizations can easily hire remote employees and keep them connected with video software without concern over performance or disconnect, and businesses can save money by reducing travel and facilities costs. Studies show that remote employees are generally happy and engaged, helping decrease employee turnover long-term.

Employer Branding - Having a cohesive and positive employer brand helps increase employee engagement, which results in less turnover. As early as the recruiting process, organizations can create a strong employer brand through video interview content, including emails and meeting rooms, that keep the company’s image front and center. Recruiting and welcome videos also help project who the company is and demonstrate the employer brand with short employee testimonials and views of working conditions. By ensuring existing employees have a welcoming, relaxing and productive work environment, you can also build your employer brand, encouraging employees to post about their experiences on career review websites.

Cultural Fit - When hiring new employees, it’s important to consider how well they will adapt to the company environment or culture. Cultural fit could heavily determine their happiness at the company and whether they’re likely to stay, so hiring employees who will excel in the environment contributes to lower turnover rates. If you’re unsure about determining cultural fit, start by requesting that applicants take recorded video interviews, where they can answer questions about their ideal working conditions and preferences. For example, if you ask candidates what type of work environment they enjoy, those who specify they enjoy quiet days alone may not fit in well in a busy, collaborative office space. Adding an extra cultural fit screening step can help recruiters and hiring managers feel more confident about their hiring decisions.

The first step to decreasing employee turnover is increasing engagement. Consider team outings, the work environment, job perks, salaries and other factors that could affect the happiness of employees, and create a strategy to improve engagement, resulting in not only a happier, more productive workforce but a more profitable business. Start at the recruiting stage to screen and hire candidates that will fit in with the company’s culture and enjoy the work to be sure they’ll stay engaged and employed at your organization for many years to come.

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Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: