{"id":378,"date":"2012-11-30T05:36:02","date_gmt":"2012-11-30T05:36:02","guid":{"rendered":"http:\/\/www.kamaxi.com\/WP\/?p=378"},"modified":"2013-03-15T06:54:25","modified_gmt":"2013-03-15T06:54:25","slug":"top-4-reasons-employees-quit-%e2%80%93-how-to-hire-staff-who-stick","status":"publish","type":"post","link":"https:\/\/www.kamaxi.com\/blogs\/top-4-reasons-employees-quit-%e2%80%93-how-to-hire-staff-who-stick\/","title":{"rendered":"Top 4 Reasons Employees Quit \u2013 How to Hire Staff who Stick"},"content":{"rendered":"<p><strong>\u201c<em>What was their reason for leaving?<\/em>\u201d<\/strong> The four most common reasons for leaving their organization were, in order of rank:<\/p>\n<ol>\n<li><em>Limited career\/promotion opportunities<\/em><\/li>\n<li><em>Supervisor lacked respect\/support<\/em><\/li>\n<li><em>Compensation<\/em><\/li>\n<li><em>Job duties boring\/no challenge.<\/em><\/li>\n<\/ol>\n<p>Of course, ordinarily staff retention is a key focus of the \u2018at work\u2019 HR Business partners and employee relations team. However, upon knowing these top reasons for employees leaving it becomes clear that there are real steps that recruiters can and should be taking to not only hire staff well, but to hire staff in a \u2018sticky\u2019 way so they stay for the long term. Thus, putting recruiters in a strong position to be able to say that they make a meaningful contribution not just to staff attraction, but staff retention. This also raises their profile within the organization they work in or serve.<\/p>\n<p>Listed below are the top four reasons that employees leave and four corresponding actions that recruiters can take during the recruiting process to help counteract these issues.<\/p>\n<p><strong>1. Limited career\/promotion opportunities. <\/strong>Recruiters should check that the candidate\u2019s career development and advancement expectations are closely aligned with what the organization is able to offer. That is, can the business meet the career development needs of the candidate? If the answer is no, then this candidate may be a risky hiring prospect who may be likely to leave prematurely.<\/p>\n<p><strong>2. Supervisor lacked\/respect support. <\/strong>Recruiters should develop job descriptions with detailed manager profiles so the employee can see their potential supervisor\u2019s management style and team culture \u2013 and see if it will be a good fit. Ensure that the candidate\u2019s preferred style of being managed matches up with the manager\u2019s preferred style of management as a mismatch could lead to an early voluntary exit by the employee.<\/p>\n<p><strong>3. Compensation. <\/strong>Be concerned about candidates who are singularly focused on compensation. Why? Because, if, as a subsequent employee, they become dissatisfied with their pay, the fact that they don\u2019t place much value in other areas of the brand offering like culture, training and career development opportunities, means these other perks will not serve as retention devices. This type of \u2018money fixated applicant\u2019 will be much more vulnerable to premature departure than a candidate who places value in many of areas of the brand offering.<\/p>\n<p><strong>4. Job duties boring\/no challenge. <\/strong>Clearly, recruiters should be encouraging line managers to produce comprehensive job descriptions that accurately reflect the duties, responsibilities, scope of the role, flexibility, and key contacts in order to provide an all-round feel of the role.\u00a0Also, make use of Realistic Job Previews (RJP) which is a process where you give the employee a view of both the positive and negative aspects of the job.<\/p>\n<p>I believe that the modern recruiter or talent acquisition professional can add greater value to the organizations that they serve or work for by placing an emphasis on <em>hiring \u2018sticky\u2019 employees<\/em> who are selected to not only be good, but to actually stay for the longer-term and enable the employer to fully realize the investment they made in the new recruit.<\/p>\n<p><strong><em><strong><em>Kamaxi Overseas Consultants<\/em><\/strong>\u00a0is a leading<\/em><\/strong><strong><span style=\"color: #ff6600;\"><em>\u00a0<\/em><\/span><\/strong><strong><span style=\"color: #ff6600;\"><em><a title=\"hospitality recruitment agency\" href=\"http:\/\/kamaxi.com\/\" target=\"_blank\"><span style=\"color: #ff6600;\">hospitality recruitment Agency\u00a0<\/span><\/a><\/em><\/span><\/strong><strong><em>specializing in<\/em><\/strong><strong><em>\u00a0<\/em><\/strong><strong><span style=\"color: #ff6600;\"><em><a title=\"hotel jobs\" href=\"http:\/\/kamaxi.com\/hotjobs_manpower_recruitment_agency_india.php\" target=\"_blank\"><span style=\"color: #ff6600;\">hotel jobs\u00a0<\/span><\/a><\/em><\/span><\/strong><strong><em>across the Middle East &amp; Canada. If you are looking to\u00a0<\/em><\/strong><strong><span style=\"color: #ff6600;\"><em><a title=\"hire foreign workers\" href=\"http:\/\/www.kamaxi.com\/index.php\" target=\"_blank\"><span style=\"color: #ff6600;\">hire foreign workers<\/span><\/a><\/em><\/span><\/strong><strong><em>\u00a0from India, Nepal, Philippines &amp; SriLanka. <strong><em>Kamaxi Overseas Consultants<\/em><\/strong> is the<\/em><\/strong><strong><em>\u00a0<\/em><\/strong><strong><span style=\"color: #ff6600;\"><em><a title=\"manpower recruitment agency\" href=\"http:\/\/kamaxi.com\/working_manpower_recruitment_agency_india.php\" target=\"_blank\"><span style=\"color: #ff6600;\">manpower recruitment agency\u00a0<\/span><\/a><\/em><\/span><\/strong><strong><em>you Should contact. We are a licensed<\/em><\/strong><strong><em>\u00a0<\/em><\/strong><strong><span style=\"color: #ff6600;\"><em><a title=\"overseas recruitment agency\" href=\"http:\/\/kamaxi.com\/service_overseas_job_recruitment_india.php\" target=\"_blank\"><span style=\"color: #ff6600;\">overseas recruitment agency<\/span><\/a><\/em><\/span><\/strong><strong><em>\u00a0<\/em><\/strong><strong><em>by the Govt of India For<\/em><\/strong><strong><em>\u00a0<\/em><\/strong><strong><em><span style=\"color: #ff6600;\"><a title=\"recruitment of Indian workers\" href=\"http:\/\/kamaxi.com\/temporary_staffing_recruitment_india.php\" target=\"_blank\"><span style=\"color: #ff6600;\">recruitment of Indian workers<\/span><\/a><\/span>.<\/em><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u201cWhat was their reason for leaving?\u201d The four most common reasons for leaving their organization were, in order of rank: Limited career\/promotion opportunities Supervisor lacked respect\/support Compensation Job duties boring\/no challenge. Of course, ordinarily staff retention is a key focus of the \u2018at work\u2019 HR Business partners and employee relations team. However, upon knowing these top reasons for employees leaving it becomes clear that there are real steps that recruiters can and should be taking to not only hire staff&#8230;<\/p>\n<p class=\"read-more\"><a class=\"btn btn-default\" href=\"https:\/\/www.kamaxi.com\/blogs\/top-4-reasons-employees-quit-%e2%80%93-how-to-hire-staff-who-stick\/\"> Read More<span class=\"screen-reader-text\">  Read More<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7,12,9,3,10,11],"tags":[],"class_list":["post-378","post","type-post","status-publish","format-standard","hentry","category-gulf-news","category-hire-foreign-workers","category-httpwww-kamaxi-comsubscribe_hospitality_recruitment_agency_india-php","category-hot-jobs","category-httpwww-kamaxi-comhotjobs_manpower_recruitment_agency_india-php","category-manpower-recruitment-agency"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Top 4 Reasons Employees Quit \u2013 How to Hire Staff who Stick - Kamaxi Overseas Consultants<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kamaxi.com\/blogs\/top-4-reasons-employees-quit-\u2013-how-to-hire-staff-who-stick\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Top 4 Reasons Employees Quit \u2013 How to Hire Staff who Stick - Kamaxi Overseas Consultants\" \/>\n<meta property=\"og:description\" content=\"\u201cWhat was their reason for leaving?\u201d The four most common reasons for leaving their organization were, in order of rank: Limited career\/promotion opportunities Supervisor lacked respect\/support Compensation Job duties boring\/no challenge. 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