Struggling with high turnover? Learn data-driven recruitment strategies to attract, hire, and retain the right talent for high-turnover roles.

Finding and keeping the right talent is one of the trickiest challenges HR professionals face. And you might as well quadruple the challenging aspect when it comes to high turnover roles. Whether it’s retail associates, call center agents, or hospitality staff, these positions often see employees come and go faster than you can say “new hire paperwork.” But hiring for high turnover roles doesn’t have to be a constant scramble. With the right strategy (and a bit of help from data-driven tools), you can build a recruitment process that attracts the right candidates and keeps them around longer.

High turnover positions bring unique challenges. Unlike specialized or senior-level roles, these positions are often entry-level, offer lower wages, and sometimes lack a clear path for career advancement. This makes them more prone to rapid attrition.

But why does that matter to you?

• Constant hiring drains resources. Time, energy, and money spent on recruiting and training new employees can impact the organization’s overall productivity.
• Turnover impacts morale. A revolving door of employees can lead to disengaged teams and a drop in workplace morale.
• Customer experience suffers. For customer-facing roles, high turnover can lead to inconsistency, which disrupts the customer experience.

Clearly, the stakes are high — but so are the opportunities to make an impact with a strong hiring strategy! Here are some strategies that work for recruiting high turnover roles.

Leverage Data Analytics to Find Patterns

Recruitment should never feel like guesswork, especially when it comes to high-turnover positions. This is where data analytics and HR reports come to the rescue.

Look into your exit data, performance metrics, and turnover reports. What trends do you notice?

• Are employees in a specific role leaving after a certain period?
• Is turnover highest in a certain geographic area?
• What feedback are exit interviews revealing?

Use this data to pinpoint issues and adjust your hiring or onboarding strategies. For instance, if turnover spikes after three months, you might need to focus on providing better early-stage support or evaluating job expectations during the interview process.

If you’re not already using an applicant tracking system (ATS) or HR analytics tool, this is the time to consider one. Dedicated technology can create an HR report to help you understand what is happening so you can refine your strategy.

Write Job Ads That Attract the Right Talent

When you’re recruiting for high-turnover roles, it’s tempting to cast a wide net. But quantity doesn’t always mean quality. Instead, focus on creating job ads that attract the right candidates.

Here’s how to do it:

• Be clear and honest. Include all relevant details upfront, like shift schedules, wage ranges, and job requirements. Transparency aligns candidates’ expectations with the role.
• Highlight the perks. Even entry-level roles often have advantages — whether it’s employee discounts, flexible hours, or on-site training. Make these benefits pop in your ads!
• Speak to your ideal candidate. Use language that resonates with your target applicants. For instance, if the role is for a high-energy retail associate, emphasize teamwork, a fast-paced environment, and growth opportunities.

A/B test your job ads too. Experiment with different headlines, formats, and perks to see what performs best.

Speed Up the Recruitment Process

When candidates apply for high-turnover roles, they’re often job-hunting actively. This means drawn-out hiring processes can cause you to lose out on top talent.

Streamlining your recruitment process is key.

• Use automated screening tools to filter applications quickly.
• Schedule interviews promptly after receiving applications, ideally within a few days.
• If possible, offer same-day interviews or virtual options for convenience.

Consider tools like Calendly for quick interview scheduling or video platforms like Zoom for remote interviews.

Optimize the Candidate Experience

First impressions count — and the hiring process is your chance to impress potential employees — perhaps even more than the other way around. Treat candidates like valued customers by creating a smooth, welcoming experience.

Here’s how you can stand out:

• Communicate clearly. Keep candidates updated at every stage of the process. Even an email confirming their application goes a long way.
• Show appreciation. Thank candidates for their time, whether they’re hired or not. A little courtesy leaves a big impression.
• Provide a taste of the role. Job shadowing, video walkthroughs, or realistic job previews help set clear expectations and engage candidates.

Remember, candidates who feel valued are more likely to accept job offers and stick around longer.

Build a Talent Pipeline with Pre-Hiring Programs

For high-turnover positions, having a pre-screened talent pipeline can be a game-changer. Instead of starting from scratch every time a vacancy pops up, build strong relationships with potential candidates in advance.

Here are some ideas:

• Partner with local schools or community centers. Tap into groups looking for entry-level roles, like recent graduates or community members.
• Launch internship or training programs. Offer short-term gigs that feed into full-time roles.
• Create a robust referral program. Incentivize your current employees to recommend friends or acquaintances for open positions.

By nurturing these talent pools, you’ll have a steady stream of candidates ready to hire when the time comes.

While this advice focuses on recruiting, it’s important to note that retention plays a crucial role in reducing turnover. Consider introducing initiatives like mentorship programs, career development opportunities, or flexible schedules to keep employees engaged. After all, retaining employees is easier (and cheaper!) than constantly hiring new ones.

Recruiting for high-turnover roles is challenging, but it’s not impossible. If you feel like you’re on a constant recruitment treadmill for certain roles, you’re probably starting to drag your heels and wonder what the point is. Why go through all the effort to get someone through the door when they’re only going to leave again? But switching up your strategy and invigorating your approach could turn out to be a huge win for you.