{"id":1132,"date":"2019-12-03T15:16:48","date_gmt":"2019-12-03T05:16:48","guid":{"rendered":"http:\/\/www.assetperformancesolutions.com.au\/?p=801"},"modified":"2022-03-07T23:51:16","modified_gmt":"2022-03-07T23:51:16","slug":"resolving-the-cost-and-pressures-of-staff-turnover","status":"publish","type":"post","link":"https:\/\/assetperformancesolutions.com.au\/tempstage\/resolving-the-cost-and-pressures-of-staff-turnover\/","title":{"rendered":"Resolving the cost and pressures of staff turnover"},"content":{"rendered":"\n

Reactive recruitment isn\u2019t ideal. But it\u2019s also an unavoidable reality. This is simply because – more often than not – an employee has resigned before you start recruiting for a replacement.<\/p>\n\n\n\n

During this lag, productivity is affected with one\nstaff member down, and further time and resources taken away from the core\nbusiness to fill the position. And it\u2019s not quick, nor easy to snap up good\ncandidates. In 2017, LinkedIn found that 70% of companies take an average 1-4\nmonths to complete a new hire. <\/p>\n\n\n\n

According to research, the ideal time \u2013 from\nadvertising to hiring \u2013 is two weeks. This is not just because of a losses in\nproductivity, but because research<\/a> has found 57% of job seekers lose\ninterest in a job if the hiring process is lengthy. <\/p>\n\n\n\n

So, taking too long to hire can cost you your good\nquality candidates, and of course, hiring too quickly or under pressure can\ncontribute to sacrifices in quality, introducing risk, turnover, and further\ncosts to the business.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

If you don\u2019t have time and resources to focus on\ngetting good quality candidates into the business, consider a Workforce\nSolution or Labour Hire partner. Some unique benefits to working with a\nWorkforce Partner are: <\/p>\n\n\n\n

Flexibility:<\/strong> Labour Hire companies usually have a pool of pre-qualified talent. This offers you rapid recruitment in the case of an emergency backfill, a short-term project such as an STO, or when you need very specific skills for only a short period of time. <\/p>\n\n\n\n

Quality:<\/strong> Your recruiting partner will often have areas of specialisation and screening processes that provide you with recruits of the highest caliber. Some providers have their own certification or training to ensure the highest satisfaction from their candidates.<\/p>\n\n\n\n

Time: <\/strong>Providers have a pool of pre-qualified, \u2018job-ready\u2019 candidates ready to work for you, significantly cutting time-to-fill a position.<\/p>\n\n\n\n

Simplicity:<\/strong> Of course, outsourcing makes the task of recruitment much simpler.  But, depending upon your desired structure, the contractor may be hired by your Workforce Partner, and not your company. This removes your requirement to pay superannuation and obligations such as workers compensation or professional indemnity insurances. <\/p>\n\n\n\n

Services Guarantee:<\/strong> Often, providers will check-in to measure satisfaction with the recruit they\u2019ve provided, with option to select a more suitable candidate.<\/p>\n\n\n\n

It\u2019s often said that employees are the greatest asset\nto a business. Indeed,a good quality source of talents can significantly reduce\nthe cost of turnover and recruitment to the business, and pump up service\nquality and culture with high-quality candidates. <\/p>\n\n\n\n

> Find out more about APS People Power Services.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Reactive recruitment isn\u2019t ideal. But it\u2019s also an unavoidable reality. This is simply because – more often than not – an employee has resigned before you start recruiting for a replacement. During this lag, productivity is affected with one staff member down, and further time and resources taken away from the core business to fill […]<\/p>\n","protected":false},"author":2,"featured_media":237,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10,16],"tags":[37,36,35],"class_list":["post-1132","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business_processes","category-coaching_training","tag-asset-management-teams","tag-employment","tag-reactive-recruitment"],"yoast_head":"\nResolving the cost and pressures of staff turnover - Asset Performance Solutions Pty Ltd Staging<\/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:\/\/assetperformancesolutions.com.au\/tempstage\/resolving-the-cost-and-pressures-of-staff-turnover\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Resolving the cost and pressures of staff turnover - Asset Performance Solutions Pty Ltd Staging\" \/>\n<meta property=\"og:description\" content=\"Reactive recruitment isn\u2019t ideal. But it\u2019s also an unavoidable reality. This is simply because – more often than not – an employee has resigned before you start recruiting for a replacement. 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