Successful Hiring in a Competitive Landscape (Part 2 of 2)

Successful Hiring in a Competitive Landscape (Part 2 of 2)


The Great Resignation is showing few signs of letting up in 2022. A record 4.5 million people quit their jobs in November, or 3% of the overall workforce, according to the Labor Department’s latest Job Openings and Labor Turnover report. While those numbers are disquieting, employers can insulate themselves from higher turnover by improving their hiring practices — conducting smarter interviews, asking relevant, probing questions and ensuring workers have the right skills and attitude to stick. 

First, it is important to understand how costly mis-hiring can be, both in time and money. Companies might spend upward of $20,000 in recruiting, checking résumés, interviewing, onboarding and training, only to see that new hire end up leaving after a short period. Intangibly, turnover can also upset other staff and disrupt workflow, which may be tougher to quantify but are nonetheless harmful.

So, how can employers get it right? A résumé is great but is not always reflective of reality. Résumés can be inflated, and the person on paper may not be the same in person. Thus, interviews become crucial. Hiring managers need to ask questions that go beyond a simple yes or no, or only check for hard skills. Watch for body language. Ask questions placing the candidate in situations relative to your company and gauge their reactions. Check multiple references completely, and ensure the references are not merely personal references. Ideally, they should be a manager and at least two coworkers.

Training programs are available for employers to develop their interview process. At Full Velocity Consulting, we also offer training on sexual harassment in the workplace and a course called Management 101. Ongoing management training may be necessary for people as they find themselves in new positions overseeing former co-workers, in order to avoid potential communication breakdowns.

With the right knowledge and expertise, companies can give themselves an edge in maintaining productive teams in a tight labor market. Avoiding turnover starts with the hiring process itself. The more you invest in conducting smart interviews upfront, the less you may run into trouble down the road. 

Do you need help with improving your hiring process? Our team can review your existing hiring process and offer recommendations for efficiency and effective recruiting and onboarding.


Picture of Jennifer Tierney

Jennifer Tierney

Jennifer comes from a discipline of Operations, including Finance and Technology. Having worked in operational and financial management for more than fifteen years, Jen has a distinct set of skills and is known for complex analysis of operations, finance, and technology to improve core business strategies.

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