dsGreat employees are meant for great companies.

Every company you make your way towards, you’ll hear bosses complaining of how their employees left them helpless because of quitting the workplace.

Employee turnover is a sad dilemma, and leaves the company in a huge fix for a long time. Most of the time, the good employees opt to make an exit from the workplace primarily because of the bad management. Employers many a times tend to make their employee’s life incredibly difficult.

Based on common grounds, here are the top reasons why some great employees make an exit from the company.

1. Not Respected

Your job might be amazing in terms of money. However, if you don’t get the respect you deserve, you wouldn’t be able to continue for long. This is one of the worst management practices that make great employees to quit a bit too soon.

Treating employees like a doormat and not giving them the respect they deserve is one of the worst things you could do as a management. At the end, it’s no surprise that the employee will have to eventually quit.

2. Hiring the Wrong People

If the recruitment process is full of flaws, it will certainly damage the company’s future. Sadly, a lot of managers are accustomed to hiring wrong kinds of people that are not suitable for the company. If management fails to hire employees that aren’t competent and hand working, it can make the employee demotivated.

Promoting the wrong kind of people is extremely insulting for the other employees. This is one of the biggest reasons why the hard working ones decide to leave soon.

3. They Fail to Build a Community

Every organization should attempt to build a community. Managers need to have this as a top priority. Horrible bosses fail to build the trust needed in establishing healthy communities. The workforce is also less likely to trust the management.

This is an awful condition for running businesses because both the parties can suffer significantly.

4. Hollow Words

As an employer, once you make a promise about anything, you should make it a habit of fulfilling it. Even when you’re not able to, compensating it in an appropriate manner is a must. Most of the managers fail to do so. Being trustworthy and honest is a practice every employer must adopt. This is how trust is built.

If you’re in a habit of making promises and not fulfilling them, you’re likely to make your employees quit.

5. Stressing Out Employees

One of the most horrible management practices is over stressing employees. If you believe in over burdening your employees with a lot of work, you might be asking them to leave. Eventually, they’ll stop taking interest in their work.

Employees should never get the feeling that they’re being tortured for working well. If you do that, you’re likely to drive the employees away.

The top reasons to why good employees quit are mostly accredited to bad management practices instead of intrinsic motives.

The hiring process is an important part of any company, but unfortunately not many employers remember to do background checks on the job applicants. The checks are very critical considering that there are people who misrepresent their credential and background and this could end up putting your company at risk. The last thing you want to do is hire an applicant who is not even qualified for the job or one who has a past experience or personality trait that could cost you later.

There are so many types of background checks that can be used to screen potential employees. These checks can either be the general checks that include personal references, employment and any other screening that could be necessary or they could be checks that are permitted by law for certain positions. Some of the commonly done checks on applicants include checks on educational records, driving records, criminal records and credit reports. It really will depend on the job at hand and what the employer feels is necessary to check. Every employer should consider having the background checks done for a number of reasons.

1. To verify qualifications for employment. In a world where anything is possible, you really can’t trust everything presented to you by applicants in resumes. A background check can help you determine whether the information provided by applicants you find fit is accurate and actually true. A check will actually make it possible for you to know your potential employee beyond what is presented in the paper. You can easily find out their habits and personal characteristics that make the suitable or not suitable for the job.

2. To protect the company. The integrity of any company largely relies on the employees and the image they create for it. Some applicants may not be very suitable in improving your company image probably because of their history. You also must think about the safety of other employees with caution needing to be taken for applicants who have criminal records, those that abuse substances or those that are not stable mentally. Some of these details can only be unveiled using background check and for the sake of your company’s image and safety, you should consider having them done before going ahead with hiring new or a new employee.

3. To avoid lawsuits. They do not always cross the minds of employers, but they are very possible. If the applicant you are about to hire will have contact with the rest of your employee and customers and they end up turning violent or hurting them in the process, then you might end up dealing with negligent hiring claims. The company becomes legally liable for negligent hiring when you fail to uncover incompetence and unfitness of the applicants using general background, criminal records and checking references.

These are some of the top reasons why it is important for employers to conduct background checks on potential employees. As an employer, you do not have to do all the work because these services are now offered by a number of professional background firms.

daOne of your employees is moving out of the state, and you are faced with the daunting task of replacing him. You shutter at the idea of having to find a candidate who is as qualified and professional as the employee you’re losing. Where do you start? The first step in finding quality candidates is writing an attractive job description; job descriptions are critical in creating a quality candidate-pool because you (and your company) never get a second chance to make a first impression. Here are a few key clinical trial staffing tips that transform a generic and boring job description into an opportunity that potential candidates will get excited about:

Job Title, Role Within the Organization, and working relationships. This includes not only the official name of the position you’re looking to fill, but also the department within the company that this job is associated with. This is also the area of the job description where you will explain how the position ties into the overall goals of the company, as well as who the candidate will be working with. Example: As Venue Relations Coordinator, you will work closely with our experiential marketing team. The Venue Relations Coordinator position reports to John Doe and Mary Jane, Senior Project Managers.

Forgetting to include the location of the position you’re trying to fill will result is a massive amount of resumes from applicants who will immediately withdraw their application upon learning that they would have to relocate in order to work.

A fairly common aspect of the job description overlooked by many hiring managers and HR personnel is the About Us. It is so important that you explain what it is that your company does, as well as the company’s culture and environment. Many hiring managers also choose to include vital statistics, such as growth, in order to give the potential candidate a better understanding as to where the company is headed in the future. The About Us Section can also include characteristics of the company, such as size.

Perhaps the most important pieces of information to include in a job description that will attract high quality candidates are main job duties and responsibilities. Potential candidates need a firm understanding of what will be expected of them, and having a vague or nondescript job duties and responsibilities section will leave the high quality candidates thinking they are overqualified and the lower quality candidates thinking they have what it takes to succeed in this position.

Directly following the job duties and responsibilities sections should be the prerequisite and requirements section. Information to include in this section is the years of experience, prerequisite positions held, necessary skill sets, and any certifications or memberships candidates should have. Omitting this section will leave you sorting through hundreds of resumes submitted by unqualified candidates and be a waste on your time and theirs.

Special working conditions, if applicable, should be made known from the beginning. Putting these out in the open will ensure that the candidates who apply are serious about the position regardless of working conditions they might not be used to. Examples of special working conditions include odd hours, on-call responsibilities, and physical duties.

Last but not least, include information that will make the position even more attractive to potential applicants. Information to include in this section is benefits, training, travel, and advancement opportunities. This is also a great opportunity to show some extra perks of working for your company, such as casual dress, the ability to work remotely, and any discounts that employees may receive (example: Starbucks employees receive discounts on AT&T and Apple products).

Replacing an employee can be a frustrating and challenging task, but writing an effective and attractive job description is the first step in not only making the process easier on yourself as a hiring manager, but finding the highest quality candidates.

Have any questions? Ask the clinical trial staffing team here and we will be happy to help.