Within most organizations, employee recruitment and turnover are inextricably linked. The questions of whom to recruit and when to recruit are often shaped by turnover events. When an employee departs, managers are then triggered to find a replacement. In this way, recruitment and turnover should optimally be considered jointly as they often represent different sides of the talent equation. In this research brief, Filene Fellow Sekou Bermiss offers preliminary findings from an ongoing project looking at how employee turnover might be a useful tool to recruit new credit union employees.
Our inquiry is based on a fundamental understanding about how candidates evaluate potential jobs (see Bermiss 2017). It is assumed that candidates are attracted to an employer for both pecuniary benefits, which come in monetary form like a salary, and nonpecuniary benefits, which are not monetary and include factors like workplace flexibility or professional development.