As the holiday season rushes towards us, some employees at your company could be having a hard think about whether they want to come back next year.

Each year, we see a spike of Caliper Profiles for recruitment ordered from early-December though to mid-February.

People are leaving their jobs right now, and in January it gets even worse.

For employees, a move can be for a variety of reasons, but at Caliper we hear that some staff decide to tender their New Year’s Resignation due to one simple concept: the idea of returning to work for ‘another year’ after the holiday break is draining.

The bonus for employers is that the candidate pool becomes larger as employees look for new beginnings.

The risk however, is that your business is left short staffed during the lead up to Christmas, or at the beginning of a new year, and a lot of those available candidates won’t be a good fit for your company.

So – if someone is indeed about to leave, what are you going to do about it?

Here are a couple of key suggestions to make sure that you don’t make a blunder as a result of a New Year’s Resignation.

Step 1: Avoid the ‘rush’

The biggest enemy of a quality recruitment process at this stage of the year is time.  Managers often feel pressured to recruit someone before Christmas, or as soon as possible in the New Year, to help them feel that things are ‘tied off’.

This often leads to rushed decisions or compromises, causing a situation where the wrong person can be hired.

One of Caliper’s phrases over the years has been “Never be afraid of the empty chair”.  Whenever possible, it’s always best to have an empty seat in the business, than have it filled by the wrong person.

Be patient with your next recruitment, as finding the right people can take time.  Remember that finding your next superstar will be worth the wait.

STEP 2: Have your recruitment plan ready

If someone were to leave tomorrow, would your company be in a position to go out and fill the vacancy effectively?

Do you have your position descriptions updated and accurate so that you know what you’re looking for?

Is your job ad targeted at your ideal candidate, and written to exclude the ‘tyre kickers’ to save you time?

Does your interview template examine the key result areas of the job, and explore key competencies? Or are you just relying on ‘gut feel’ and a candidate’s experience?

Your business needs to be in a position where if someone left tomorrow, you could implement a process for recruiting a replacement immediately.  This means having a documented system that can get the ball rolling at a moment’s notice.

STEP 3: Check, and check again

The first check is of course reference checking.  We often get asked ‘What’s the point of checking references? We know they’re going to be glowing and positive anyway…”

It’s a fair question to ask.  Getting value out of reference checks can be difficult, however it really does come down to the questions that you’re asking.

Take the same approach to reference checking as you would an interview – ask for examples relating to the key result areas for your role, and how the candidate fits that need.

The Check Again is about using a quality, job-matched, personality assessment tool such as the Caliper Profile to validate everything you’ve witnessed in the recruitment process so far.

Does the objective personality assessment instrument show that the candidate possesses the key strengths you need? Does that back up what you’ve seen in the interview? Have you potentially missed anything?

Most importantly – is it a good idea to hire this person or are you potentially shooting yourself in the foot? What’s the risk if you get it wrong this time?

The most important lesson during the high turnover period is to take the recruitment process very seriously.  We know it’s frustrating and you may be inclined to trust your instincts, but remember that a successful business is made up of high performing employees – take the time to build a solid recruitment process to make sure you get it right, every time.

Make sure that a New Year’s Resignation doesn’t cause you to trip at the start of 2015.