These 5 Tools Are Indispensable for Your HR Department to Manage High Turnover

Turnover is a normal part of any business, as employees may leave for various reasons. Whether they relocate or are looking to change career paths, it is inevitable that businesses experience a certain percentage of turnover annually or quarterly.

However, things become problematic when the rate is growing, as this underscores issues at the organizational level. Losing valuable people will affect productivity over time and trigger rising hiring costs that might not even have the desired result. Of course, the rate at which turnover increases depends on the industry, which is why turnover of more than 10% in salaried office jobs raises concerns, while turnover of more than 30% in hourly roles becomes problematic.

While navigating this matter requires the attention of the entire management, preventing it might be possible with the right people and efficient tools. Here are five software systems that can help secure a lower turnover rate.

Image source: https://pixabay.com/illustrations/hr-process-hr-selection-interview-4783430/ 

Timesheets for streamlining recruitment

The recruitment process involves gathering and analysing considerable amounts of data while also managing information on current employees. This includes the payroll of workers and generating client invoices and contractor pay runs, which take time and attention.

Luckily, solutions for automating these processes are available to companies, so the HR department can benefit from an easier time and expense recording. These include software that tracks expenses and time that offers modular functionality through the following:

• Online timesheets that can track hours to calculate overtime shifts automatically;
• Online expenses that can be captured on the move, along with uploading receipts;
• Automate client invoicing with attached timesheets and expenses;
• Centralised document management according to compliance guidelines;

Additionally, the software comes with CRM (Customer Relationship Management) and accounts integration features that allow the HR department to create records on the system from the source ones in a seamless and fast process.

Systems for assessing the perfect candidate’s features

Pre-assessments for candidates are common procedures that help the company understand a candidate’s abilities and personality traits. This can ensure hiring the right person who is able to find satisfaction in the job and is less likely to leave for other offers. These software solutions include:

• Cognitive ability tests;
• Personality tests;
• Job simulations;
• Fluency tests;

Using technology combined with human intelligence can deliver the best results in accurate hiring, reducing bias. That’s because different interviewers will form different impressions of the same person based on their pre-existing beliefs, which can undermine long-term employee satisfaction.

Moreover, these tools can save time and cost by matching candidates to roles, as well as offer a positive candidate experience that helps retain top talent.

ATS for long-term reporting on hiring efficiency

The Application Tracking System includes valuable information about all candidates and recruiting activities. Its main benefits include providing a seamless candidate experience and ensuring teams can work in sync with new candidates. The software provides innovative features like:

• Automated options for managing pipelines, scheduling interviews, and engaging with candidates more efficiently;
• Advanced analytics for creating custom dashboards and increasing the reporting features;
• Multiple integrations help navigate posting jobs or creating interviews seamlessly;

For example, an ideal ATS should include LinkedIn integration, given the platform’s popularity among job seekers. This speeds up recruiting, especially since many software solutions have already adopted artificial intelligence for filtering candidate databases, ranking candidates, and tracking applicants.

Social media planning for better campaigns

Sometimes, a social media recruiting campaign can have better results by sparking the interest of talented users. That’s how some companies approached recruiting, making it a fun and engaging experience through hidden job descriptions. Some examples include:

• IKEA’s innovative idea to include job descriptions within every package of furniture sold, leading to 280 new hires;
• Google’s mathematical puzzles for talented people to solve, following the filtering of potential applicants;
• Canada’s Mastercard hashtag campaign #internswanted for students to compete for an internship on social media;

Approaching these campaigns through social media platforms where the candidate’s target audience is active is essential to reaching the right people. Millennials, for example, are most likely to be more present on Facebook, while Gen Z is mostly on Instagram and TikTok. Using these social media apps helps companies meet users in the middle and make recruiting more efficient. In return, turnover can be lower because hired candidates better match the job requirements. 

AI-based tools for enhanced recruiting

Artificial intelligence has become the main feature recruiters use for automation and fast recruitment, but it must still be leveraged along with human Intelligence. These tools are most appreciated for tasks like screening hundreds of resumes or highlighting the ones that stand out the most with a simple click and AI training operation.

AI can also work with machine learning solutions to, for example, rank candidates based on historical recruitment data and adjust the next steps for the hiring team. Otherwise, the key use cases for AI in recruiting involve:

• Candidate sourcing and matching by analysing job descriptions, skimming through talent pools, or locating passive candidates;
• Screening and assessing submitted materials by classifying skills, detecting missing information, or comparing applicant profiles;
• Administrative task automation, from auto-filling out recruiter forms to keeping track of bottlenecks that hinder coordination;

AI is best for saving time across the entire recruiting process, but it’s also helpful for providing proactive, data-driven hiring advice. What’s best is that it can personalise every candidate’s experience, tailoring communication or enhancing interactions. Therefore, improving everyone’s experience with a company can increase job satisfaction and help manage turnover over time.

What do you think about these tools?

Recruiting in a decade when turnover has increased can be difficult, especially given the external factors driving it. However, the HR department can boost low turnover rates by leveraging innovative software, from timesheets that improve organisation to social media campaigns targeting the right employees. In addition, leveraging artificial intelligence is proving beneficial for creating a personalised experience and saving time and costs. What’s most important is that the human touch in the recruiting process not be lost, as it helps mitigate AI’s bias.