Attrition risk scoring helps assess a candidate's likelihood of staying with your company. By assigning percentage scores to their responses, you can measure this risk and focus on candidates who align with your retention goals.
You can learn how to set up Job matching here.
Benefits of Attrition Risk Scoring
Improved Retention: Identify candidates who are more likely to stay long-term.
Cost Savings: Reduce expenses related to frequent rehiring and training.
Enhanced Hiring Efficiency: Streamline the selection process by focusing on critical factors.
Identifying Key Predictive Factors
You can begin by identifying the key factors influencing employee retention for the specific roles you're hiring for. These factors may include:
Relevant Work Experience
Availability and Flexibility
Skills and Qualifications
Commitment to the Industry or Role
Cultural Fit
How to Identify Factors:
Analyze Past Data: Review data from previous hires to identify common traits among long-term employees.
Consult Stakeholders: Gather insights from managers and team leaders about essential qualities.
Industry Research: Look into industry trends that may impact retention.
Creating Pre-Screening Questions
Create pre-screening questions that check for key factors. For each factor, ask a question that gives informative responses.
Example of a Sales Representative Role
Relevant Experience:
Question: "How many years of sales experience do you have?"
Availability:
Question: "Are you available to work evenings and weekends?"
Communication Skills:
Question: "How would you describe your communication skills?"
Willingness to Travel:
Question: "Are you willing to travel for work?"
Tips:
Be Clear and Concise: Ensure questions are straightforward.
Use Appropriate Question Types: Multiple-choice questions work well for percentage scoring.
Limit to Suggested Values: Provide predefined responses to standardize scoring.
Assigning Percentage Values
For each question, define suggested responses and assign a percentage value (1-100%) to each, reflecting how desirable each response is regarding retention likelihood.
Example:
Question: "How many years of sales experience do you have?"
No experience: 25%
Less than 1 year: 50%
1-3 years: 75%
More than 3 years: 100%
Guidelines:
Reflect Importance: Higher percentages should correspond to responses that indicate lower attrition risk.
Maintain Consistency: Use the same scale across similar questions for uniformity.
Avoid Bias: Ensure percentage assignments are fair and based on data.
Set up attrition risk scoring in Talkpush.
1. Access the Job Configuration
Log in to your Talkpush account.
Navigate to the Jobs tab.
Select the job you want to configure.
2. Add Pre-Screening Questions
Go to the Interview Flow or Pre-Screening Questions section.
Click on Add Question.
3. Create the Question
Question Text: Enter your question.
Question Type: Choose the appropriate type (e.g., Multiple Choice).
4. Define Suggested Values
Options: Input the suggested responses.
Percentage Values: Assign a percentage (1-100%) to each response.
Example:
Response | Percentage Value |
No experience | 25% |
Less than 1 year | 50% |
1-3 years | 75% |
More than 3 years | 100% |
5. Limit Responses to Suggested Values
Enable Limit to Suggested Values to ensure candidates select from predefined options.
This reduces error margins and standardizes scoring.
6. Repeat for All Questions
Add all your pre-screening questions using the same method.
Ensure each question has assigned percentage values.
Setting Thresholds for Candidate Selection
Determine the minimum overall percentage score a candidate must achieve to proceed to the next stage.
How to Set Thresholds
Calculate Average Score:
The system will average the percentage values from all responses.
Example: If a candidate scores 75%, 100%, 75%, and 100% on four questions, their average score is 87.5%.
Define Cutoff Percentage:
Set a threshold based on your hiring standards.
Example: Candidates must score 70% or higher to advance.
Apply Consistently:
Use the same threshold for all candidates applying for the same role.
Considerations
Adjust as Needed: You may need to refine the threshold based on the quality of applicants.
Balance Quantity and Quality: Ensure the threshold allows a sufficient number of candidates to proceed.
Monitoring and Refining Your Scoring System
Regularly review the effectiveness of your attrition risk scoring:
Track Performance
Check Retention: Compare how long hires stay using the scoring system vs. old methods.
Review Candidate Quality: Look at job performance and cultural fit.
Get Feedback
From Hiring Managers: Ask for input on the quality of candidates moving forward.
From Candidates: Make sure the process is still user-friendly.
Adjust Scores
Refine Percentages: Change the scores based on results.
Update Cutoff: Adjust the passing score if too many or too few candidates advance.
Revise Questions
Add New Ones: Include questions for new factors.
Remove Ineffective Ones: Drop questions that don’t help.
Best Practices
Stay Compliant: Ensure all questions comply with legal and ethical standards.
Be Transparent: Clearly communicate with candidates about the process.
Regular Updates: Keep your scoring system current with industry trends and company changes.
Collaborate: Work with HR and department leaders to align scoring with organizational goals.
Conclusion
By configuring attrition risk scoring in Talkpush, you can proactively address employee turnover and enhance your hiring process. This percentage-based approach allows you to focus on candidates more likely to contribute to your organization's long-term success.
