What if you created a short video that clearly describes the work culture to a new job applicant BEFORE they applied for a job?
Research shows that an average replacement cost for an employee is 1.5 to 2 times their annual salary. The average cost in United States for recruiting a new nurse, for instance, is $64,500 dollars. So what happens if we recruit them and they don’t make it through their first 90 days? We just lost $64,500 dollars! Then, it takes an average of eight weeks to find the next one.
What do you do in the meantime? What impact does working short-staffed have on the nursing team that you already have in place?
In business school, I learned, “Unexpressed expectations can sometimes lead to unexpected resentments.” That quote has really stuck with me in my career—and quite frankly, my marriage. Resentments happen because we’re not clear upfront about our expectations. What can be worse than applying for a job, accepting that job offer, moving your family halfway across the United States into a new city, a new home, a new school district, and start your new job, only to find out that you hate it?
The work culture just doesn’t fit who you are, nor does it have the values you stand for, try to embody, and teach to your own children. Wouldn’t it be great if people were just honest upfront and jobs had a very clear culture with intentional expectations? “This is what we stand for, and this is what we won’t stand for anymore. If you think you fit our culture, based on that, then please proceed with the application process. If you don’t fit this kind of culture, you probably don’t want to work here. But we would happy to have you as a customer, patient or visitor.”
And when organization is clear like that, research shows about 18% to 20% of the people who watch the video do not proceed with the application process.
Is this good or bad? Good! For EVERYONE! The person who watched the video was able to self-select out on their own, feeling like they had the power and left with their dignity in check. And it is good for the organization, because they didn’t waste their time interviewing someone who is clearly not a right fit for the organization, or worse, making a job offer to someone who wasn’t even going to make it there 90 days—and losing $64,500 dollars in the process. Not to mention the loss of productivity by assigning them a trainer for the past 4-6 weeks.
The other unintended benefit is that this person who self-selected out can actually become a recruiter for the organization for people they know: “Hey Julie, you should check out this video I just watched on the Internet, you totally fit that kind of culture. You should really apply there!”
So think about creating a 5-minute video that clearly describes your culture, stating clearly what your organizational differentiators are, what you stand for and what you won’t stand for. You just might get perfect person in return.
Here’s an example below:
Dignity Health medical foundation/Mercy Medical Group
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