Too much turnover
So you’ve read in my diary in the HumanResources magazine that we’ve got a problem with turnover.
I’ve done some HR metrics and discovered that of the new employees we’ve hired in the last year within our Funky Town retail stores, 40% of them have left within 6 months. That’s 40 employees out of 100. Of the 40%, 5 of them had been hired into full time roles, 22 into part time roles and the rest into casual roles. Half the roles were in Auckland and the others were spread throughout NZ.
And yes I know a casual is not supposed to have on going hours, but in our retail stores sometimes they do. We review all our casuals every 6 months to check whether they have actually become a part time role and then offer them the option.
I’ve talked to a couple of Regional managers about this and they say that not everyone is suited to retail. But our recruitment process is supposed to assess that!
How do we recruit?
At the moment we advertise in the store window and on SEEK, or sometimes in the local paper in small towns. The applications come through to me so I can email or text the candidate and let them know we’re received their application.
I then send a shortlist through to the Store Managers who does interviews with a set of standard interview questions. The Manager then sends back the preferred candidates to us and I do reference checks (as we don’t want our Store Managers off the shop floor for too long) and credit checks.
This is costing us a lot of money for further recruitment and retraining. So what do I do?
Post your advice as a comment below. In the June issue of the HumanResources magazine we’ll publish the best answers and see what Flora does.