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Hiring a new team member is costly and disruptive, so you want to choose someone who’s going to stick around for awhile. A study conducted by the Center for American Progress determined the cost of turnover is roughly 20 percent of the annual salary of employees earning $75,000 or less per year — which could total up to $15,000. For those earning less than $30,000 per year, turnover costs drop to 16 percent of their annual salary, but that’s still up to $4,800!

Sky-high turnover costs will seriously cut into your bottom line. Find out how to identify candidates only looking for a short-term cash infusion.

  1. Read Between the Lines of Their Resume

A quick glimpse at a person’s resume may reveal they’ve had a lot of jobs, but that doesn’t tell the whole story. Carefully review resume content and ask questions to learn what motivated their many moves. It’s possible they were laid off, accepted a job that was mismarketed or simply were only employed on a temporary basis.

Giving the person the benefit of the doubt ensures you won’t inadvertently pass up the right candidate because of a misunderstanding. Prospects worth your consideration will paint previous jobs in a positive manner, largely focusing on their accomplishments and what they learned during their tenure. Those you’ll want to pass up will be filled with complaints, indicating they won’t be happy at your company either.

  1. Find Out How the Job Fits Into Their Future

Getting a job with no professional experience can be rough, so many young workers are forced to accept a position they don’t really want, just to pay the bills. Those with notable ambition often move around a lot during their first few years in the workforce, trying to find their niche. After getting on track, these people often stay with the same company for years, so find out the person’s intentions. During the interview, ask where they see themselves in three or five years to see if the job fits into their big picture.

  1. Gauge Their Interest in the Job

When a person is seriously interested in joining your team, they want to learn as much as possible before making a decision. In the interview, it will be obvious they’ve done their research, and they’ll continue by asking questions about culture, going in-depth about job duties and inquiring about the future of the company.

Consider it a red flag if the person has few or no questions for you. If they’re not curious about what their work life would be like, if hired, it’s probably because they’re not planning on sticking around for long.

Need help finding candidates who want to be part of your company for the long-haul? StaffMasters is here to help. We’ll fill your light industrial, administrative, contact center and professional opportunities with people you can count on. Contact us today to learn more!

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