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What is the most effective way to screen candidates for high-turnover positions?

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Hiring the right people for high-turnover positions can be challenging and costly. High-turnover positions are those that have frequent employee turnover, either due to the nature of the work, the industry, or the organization. Examples of high-turnover positions include customer service, retail, hospitality, and call center roles. To reduce hiring mistakes and improve retention, you need to screen candidates effectively and efficiently. In this article, we will share some tips on how to screen candidates for high-turnover positions.

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David Morrison

Talent Acquisition Specialist at Halliburton. MA (hons), CIPD Associate, REC
Muhammad Sheraz Chaudhry

Building something that blends human expertise with AI innovation!
Kathryn Norman

Associate Director of Recruitment | Career Matchmaker

1 Define the job requirements

Before you start screening candidates, you need to have a clear and realistic idea of what the job entails and what skills and qualities are essential for success. You can use a job analysis to identify the tasks, responsibilities, and expectations of the role, as well as the competencies, qualifications, and personality traits that are relevant. A well-defined job description will help you attract and filter candidates who match the job requirements.

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David Morrison

Talent Acquisition Specialist at Halliburton. MA (hons), CIPD Associate, REC
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You must absolutely know the job requirements. If you need a specific skill or education then you can quickly filter through a large number of applications. It is important to deal with candidates quickly and efficiently.

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Muhammad Sheraz Chaudhry

Building something that blends human expertise with AI innovation!
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To screen candidates effectively for high-turnover roles, focus on specific attributes like resilience and adaptability. Utilize techniques such as behavioral interviews to assess past experiences in fast-paced environments. Administer skills tests to ensure proficiency in relevant tasks. Assess job fit and cultural alignment through evaluations and reference checks. Ask retention-focused questions during interviews to gauge commitment. Implement continuous monitoring and feedback systems to refine the screening process. By employing these strategies, organizations can identify candidates suited to thrive in high-turnover positions, reducing turnover rates and enhancing overall workforce stability.

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Kathryn Norman

Associate Director of Recruitment | Career Matchmaker
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Screening candidates for high-turnover positions presents a unique challenge, and at The Bachrach Group, I acknowledge the importance of a thorough yet efficient process. While it can be a struggle, I make a concerted effort to connect with candidates personally. Prior to any submission, I find that a Zoom or FaceTime call is an effective way to assess not just their skills and qualifications but also their cultural fit and commitment.

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Hans-Justus Daase, LL.M. (Sydney)

Volljurist
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Accurate and comprehensive job descriptions are key to a successful recruitment process. Only when the requirements and benefits are clearly defined can applicants judge whether or not the job matches their skills and requirements. From an efficiency point of view, I am also convinced that comprehensive information in a job description saves my team and me a lot of time, as candidates who do not meet the criteria of the position - at least in theory - do not apply in the first place. This way, I can focus my time on the candidates who are right for the job.

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2 Use pre-employment assessments

One of the most effective ways to screen candidates for high-turnover positions is to use pre-employment assessments. These are standardized tests that measure various aspects of a candidate's abilities, such as cognitive skills, personality, motivation, work style, and fit with the company culture. Pre-employment assessments can help you evaluate candidates objectively and consistently, as well as save time and resources by eliminating unqualified or unsuitable applicants. You can use online platforms or software to administer and score pre-employment assessments.

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3 Conduct phone or video interviews

Another way to screen candidates for high-turnover positions is to conduct phone or video interviews. These are short and structured interviews that allow you to verify a candidate's basic information, such as their availability, salary expectations, and work history. You can also ask some behavioral or situational questions to assess how a candidate would handle common scenarios or challenges in the role. Phone or video interviews can help you narrow down your candidate pool and select the best ones for the next stage of the hiring process.

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Hans-Justus Daase, LL.M. (Sydney)

Volljurist
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Video interviews are my tool of choice in order to receive a more comprehensive first impression of the candidate applying for the position. Also, it allows me to verify the authenticity of the person applying more effectively.

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4 Check references and background

Before you make a final hiring decision, you should check the references and background of your top candidates. This will help you confirm their credentials, performance, and reputation, as well as identify any red flags or discrepancies. You can contact their previous employers, supervisors, or colleagues to ask about their work ethic, skills, achievements, and reasons for leaving. You can also conduct a background check to verify their identity, education, criminal record, and credit history.

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5 Involve your team

Finally, you should involve your team in the screening process for high-turnover positions. Your team members can provide valuable insights and feedback on the candidates, as well as help you assess their fit with the team culture and dynamics. You can invite your team members to join the interviews, observe the candidates in action, or participate in a trial or simulation. You can also ask your team members to share their opinions and preferences on the candidates, and consider their input when making your hiring decision.

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Hans-Justus Daase, LL.M. (Sydney)

Volljurist
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As a start-up company, we initially started by making hiring decisions unanimously within the founding team. The bigger the team grows the more relevant it is to verify the fit within the rest of the team. We value our teams opinion on the personal fit of the candidate and their subjective impression.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What is the most effective way to screen candidates for high-turnover positions?

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2

3

4

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1 Define the job requirements

2 Use pre-employment assessments

3 Conduct phone or video interviews

4 Check references and background

5 Involve your team

6 Here’s what else to consider

Staffing Services

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What is the most effective way to screen candidates for high-turnover positions?

1

2

3

4

5

6

1 Define the job requirements

2 Use pre-employment assessments

3 Conduct phone or video interviews

4 Check references and background

5 Involve your team

6 Here’s what else to consider

Staffing Services

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