Here in the United States and in so many other places throughout the rest of the country as we know it, job retention has become a real issue. In fact, more than 55% of all companies and other such organizations throughout the United States feel that their overall rates of employee retention are problematic, with more than 45% of those working in the field of Human Resources feeling that employee retention is the top concern, followed only by overall rates of employee engagement (and as many professionals know, the two can often go hand in hand).
The rates of job turnover are, after all, very high all throughout the United States. For instance, more than two and a half million people had willingly left jobs throughout the country back in the June of 2015 alone – and poor rates of employee retention have only continued to become more problematic than ever in the years that have transpired since. In addition to this, up to 60% of all millennials currently in the workforce are actually more than willing to leave their current positions for a new one, especially if said new position offers a better chance for advancement and better benefits. And more than one fifth of all employees will leave a position within less than two months of beginning the role (an average of a mere 45 days, as a matter of fact).
And this concern is warranted, as the financial impact of low rates of employee retention can be quite significant indeed. After all, poor rates of employee retention have cost companies all throughout the United States more than a collective $10 billion on an annual basis. This is due to the fact that employee turnover can cost as much has 150% of the average employee’s salary – and typically, even in the best of cases, no less than 30% of the employee’s salary. When employee turnover is as commonplace and as rampant as it has become today, there is no doubting the overall effect of this.
So what can be done? For one thing, taking the time to hire the right employee can have a huge impact on the success of the hire. Taking time to do this will leave the position unfilled, which is not always reasonable to expect a company to do. Therefore, hiring employees working at temp services is likely a great solution, as there are now many of people looking into how to find a temp position. And if you yourself are wondering how to find a temp position, you are certainly not alone, as there are up to three million total people who have wondering how to find a temp position and how are now working in various temp jobs all throughout the country as a whole.
If you’re wondering how to find a temp position, you should first contact temporary employment agencies in your area. These temp staffing companies can help you in this process, explaining first how to find a temp position in the first place and then how they can help you in finding the right temp job for you. And once you’ve figured out how to find a temp position, you’ll see the benefits of working through temp agencies – both for the individual temp worker as well as for the people who hire them to work on this temporary basis. After all, a temp role can allow both company and worker to decide whether or not the job is a good fit and whether or not the worker should be hired on in a permanent manner.
Of course, other steps can be taken to improve overall employee retention in the workplace, such as including greater levels of diversity. In companies with ethnic diversity, the company is actually able to typically outperform companies with less diversity by as much as 35%. And though companies that just incorporate gender diversity aren’t quite a high performing, they will still outperform other, less diverse companies by as much as 15%, which is certainly not something to overlook and is still quite significant in and of its own right in the United States.