Since the pandemic, recruiting and turnover concerns have proven to be one of the biggest pain points for HR professionals.

The cornerstone of any Human Resource strategy, according to BambooHR CEO Brad Rencher, must be understanding why people join and leave the organization.

"We're drawn to businesses because of what they claim to offer, but we tend to reject them because of what they don't. And as HR professionals, it is truly up to us to determine the discrepancy between what we claim to have and what is lacking", as stated in a presentation at the 2022 BambooHR Virtual Summit.

Rencher provided examples of the many data sets that help examine and gather insights, including:

• number of employees,
• the number of employees that leaves because they dislike the management. Similarly, they don't believe that they have room for advancement, or are accepting a higher-paying position,
• duration of employment on average,
• midpoint or yearly performance evaluations,
• exit consultations, and
• areas where the business hires and isn't.

Intangible Factors that Affect Turnover and Hiring

To balance the recruiting-to-turnover ratio, you should not just rely on the data or statistics. It's even more crucial to check the pulse of the business culture because we're in what Rencher refers to as an "Employee Experience Age" and we have to narrow the gap between the reasons why employees join and leave the organization;

• What are the underlying organizational ideals that help the organization overcome difficult circumstances?
• How do employees handle conflict? How many people raise their voices in a dispute before moving on? Who has a stronger tendency to respect the structure and inquire, "what does the manual say about it? Every kind is beneficial to an organization.
• How simple or difficult it can be for the new team member to fit into the team?

If your organization's core values include "follow through on what you say you'll do" or "admit your errors and learn from them," make sure these principles are upheld at work and mention them to potential hires. Since job searchers are attracted to companies with strong cultures, workers are likely to stick around if they believe their ethics and business values are compatible.