Stages of the recruitment funnel

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79% AR 0.23% Reward up to 4 875 ₽ +48 More offers Employee turnover rates and coefficients A popular metric for assessing staff turnover is the turnover rate. By tracking this indicator, you can control the situation with employee dismissals. The calculation reflects the ratio of the number of dismissed to the total number of employees. This should be assessed regularly - at least once a quarter. Assessing the turnover rate allows you to: analyze the organization's personnel situation; identify factors influencing dismissal and patterns; evaluate the effectiveness of HR strategy; to promptly identify personnel trends at the enterprise. Read also What is outplacement: how it helps companies and employees Formula for calculating employee turnover The indicator reflecting turnover is expressed as a percentage.


The following calculation formula is considered chinese thailand phone number list generally accepted: Employee turnover = (Number of employees who left / Average number) x 100% It looks easy, but often causes misunderstanding among HR people. The number of dismissed employees is the sum of those who left of their own accord and those dismissed by decision of the management. The number of dismissed employees and the average headcount are calculated for a specific period of time. The average headcount is the staff headcount. How to calculate the turnover rate as a percentage is shown below. The total number of employees in the company is 250 people, 10 employees were dismissed during the year. Accordingly, staff turnover was: 10/250 * 100% = 4%.


If some employees are on staff and some work under civil-law contracts, then the turnover rate for them is calculated separately. The rate is also determined separately for other groups - for example, for part-time employees. Register and evaluate all the possibilities of earning money on personnel selection for free Register Employee turnover rate: what is considered normal? The indicator that is considered the norm depends on the enterprise and a number of other factors. For example, in young companies, processes are not established, people often quit. At the stage of the enterprise's formation on the market, the turnover can reach 20% per year. But even in enterprises that have been operating on the market for many years, 40% of dismissals during the probationary period will also be the norm.