Will a New Employee Turn Over Quickly?

When you add up the expense of losing an employee (lost productivity, time and resources spent on hiring and training and time and resources for recruiting their replacement), it’s much more than just the wages of your HR department involved in the new hiring process. Some experts estimate the cost of hiring a new employee is anywhere from 16-20 percent of their expected annual salary (zanebenefits).

If you take the right steps in managing your team of Detroit light industrial workers, your best way to avoid costly turnover is to avoid hiring candidates that turn over quickly. The key is to watch for signs that a candidate won’t stay long-term throughout your application process.


Keep in mind certain job markets can require overqualified candidates to take a step or two back in their careers to make ends meet. With this in mind, a candidate who is overqualified for the position they are applying for can be a red flag they will move on to a more suitable position the second they get the opportunity.

If you are looking to hire an overqualified candidate, be sure you have a steady path for advancement within your organization that will keep the candidate interested in staying with your company long term.


A candidate doesn’t need to be an extrovert in order to appreciate an opportunity for employment. Not only will more excited candidates be more likely to have a longstanding tenure with your company, but there’s a good chance they will be more productive and contribute to a positive work environment.

If a candidate is disinterested in working for your company, they may turn over quickly for an opportunity that does peak their interest.

Bad cultural fit

Whether it’s on your terms or theirs, a new hire who doesn’t fit into the established company culture, will likely turn over fast. If a new hire is more standoffish or outgoing than their co-workers, or they don’t really care for the company’s mission and initiatives, they can generate a lot of tension and slow down productivity. The breaking point for employees who don’t fit into a company’s culture is nearly inevitable. Thus, hiring based on cultural fit is one of the most important recruiting strategies for any company.

Future goals

It’s important to establish a candidate’s future goals in an interview. Simply put, if you aren’t in line with their ideal career path, they will likely move on. Make sure your new hires see themselves sticking with the light industrial industry for the foreseeable future to reduce your risk of costly quick turnovers.

For more hiring tips or help recruiting light industrial candidates in Louisville, consider working with an elite light industrial staffing company, Malone Staffing Solutions. We have helped dozens of factories, plants and warehouses find the Evansville logistics candidates, Lexington automotive candidates and Florence distribution professionals they needed to continually meet and exceed their bottom line. Contact Malone Staffing Solutions today to find your next great hire.


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