Recruitment Funnel Conversion: How to Calculate It
Posted: Tue Feb 11, 2025 9:38 am
The turnover rate also depends on the organization’s area of activity: Hotel and tourism industry: turnover can reach 80%. Retail sales and catering: the norm can reach up to 30%. In manufacturing enterprises – up to 15%. The IT sector is characterized by a turnover rate of up to 10%. In the listed niches, turnover is always higher. For the rest, the norm is considered to be 3-7% per year. If the dismissal rate is within the norm, there is no reason to worry. The percentage of layoffs also depends on the location of the company. For example, for Moscow and St. Petersburg, staff rotation within 10-20% is considered the norm for each industry.
This is due to the large selection of vacancies for chinese thailand phone number list the population. In small towns, the turnover should normally be less than 5%. Another factor is the category of employees by which turnover is determined. For example, the percentage of dismissals among ordinary employees can reach 30%, this will be the norm. At the same time, for top managers, turnover of more than 2% is already considered suspicious. Accordingly, among general workers, the percentage of dismissals can be 50%, and for middle managers - no more than 10%. There is no single standard. However, one should be wary of a too low indicator. The reasons may include the loss of motivation for development by the staff, hidden turnover or the presence of a large number of low-skilled employees on the staff.
Causes and consequences of high staff turnover Before drawing up an action plan to combat a problem, it is necessary to analyze the causes and assess the possible consequences. Employees may quit for a number of reasons. It is important for HR to identify the most common reasons for leaving the organization. These factors include: Low wages, fines. Lack of motivation, rewards, feedback. Unfavorable working conditions, irregular working hours, delayed wages. Tensions in the team, conflictual leadership. Lack of career growth and development. Errors in the selection and adaptation of personnel. Now let's talk about the possible consequences of high staff turnover: Increased costs for recruitment, training and adaptation of new employees.
This is due to the large selection of vacancies for chinese thailand phone number list the population. In small towns, the turnover should normally be less than 5%. Another factor is the category of employees by which turnover is determined. For example, the percentage of dismissals among ordinary employees can reach 30%, this will be the norm. At the same time, for top managers, turnover of more than 2% is already considered suspicious. Accordingly, among general workers, the percentage of dismissals can be 50%, and for middle managers - no more than 10%. There is no single standard. However, one should be wary of a too low indicator. The reasons may include the loss of motivation for development by the staff, hidden turnover or the presence of a large number of low-skilled employees on the staff.
Causes and consequences of high staff turnover Before drawing up an action plan to combat a problem, it is necessary to analyze the causes and assess the possible consequences. Employees may quit for a number of reasons. It is important for HR to identify the most common reasons for leaving the organization. These factors include: Low wages, fines. Lack of motivation, rewards, feedback. Unfavorable working conditions, irregular working hours, delayed wages. Tensions in the team, conflictual leadership. Lack of career growth and development. Errors in the selection and adaptation of personnel. Now let's talk about the possible consequences of high staff turnover: Increased costs for recruitment, training and adaptation of new employees.