Big turnover costs big dollars.  When employees stay, you save.

The Problem

Is Constant Employee Turnover a Problem?As a business owner or manager, very few things feel worse than constant turnover. It’s demoralizing to both you and your staff, and we’re all aware of the thousands of dollars it takes to replace each employee that leaves.

Nothing derails the performance of an organization more than turnover. When key employees quit, a series of events get set in motion that are hard to stop. Organizational knowledge is lost, work gets harder, productivity suffers, customers notice, and profitability almost always suffers.

The Cause

Study after study shows that most turnover comes from employees that have been with the organization for 1 year or less. Interestingly enough, research shows these employees have 7 traits in common:

  1. 1. Their attitude towards work:  It is casual, or are they serious about their work?
  2. 2. They are easily annoyed or offended
  3. 3. Their schedule/hours worked doesn’t match their needs
  4. 4. Their feelings about how closely they are supervised, and how closely that matches the job
  5. 5. They have a high-stress/turmoil personal life
  6. 6. They do not intend to stay at any position for any length of time
  7. 7. They are working for the paycheck, instead of the job
  8. 8. They make promises, but don’t really care if they keep them or not (employees who stay make promises but go above and beyond them – like how we gave you 8 traits when we promised you 7!)

These are traits that are hard to discover in an interview, and most past employers will not comment on them. We need a better way.


Resource Associates, a company that provides online pre-employment tests, has a test (The STAY Test) that evaluates how likely it is that a candidate will stay longer than 1 year. The test is statistically reliable and valid.

Business Insider provides a list of 11 Interview Questions that can help you learn how a candidate views work and the workplace. These questions can help you see if the candidate fits your organization’s culture.  No matter how you evaluate candidates, paying attention to the first year can pay big dividends!


Pre-Employment Tests for Employee Turnover Reduction