Recruitment for High-Turnover Roles: What Works Best?

Every employer has them—roles that seem to turn over faster than others. Whether it’s retail associates, customer service representatives, seasonal staff, or entry-level hospitality workers, high-turnover positions can feel like a revolving door.

According to the U.S. Bureau of Labor Statistics, industries like leisure and hospitality consistently experience turnover rates over 70% annually, compared to the national average of about 40%. For employers, this means added costs in recruiting, training, and onboarding—often just to repeat the process a few months later.

So, how can employers approach recruiting for these roles more strategically? Instead of fighting turnover, the key is to recognize what makes these positions unique and adjust your recruitment and retention strategies accordingly.

1. Write Job Postings That Set Clear Expectations

The Challenge: Many candidates in high-turnover roles leave quickly because the job isn’t what they expected. Misalignment between job descriptions and reality can lead to early resignations.

The Solution:

• Be upfront about schedules, workload, and physical or emotional demands.
• Highlight opportunities for growth—even if small—like cross-training or stepping into lead roles.
• Include salary transparency and benefits details. Today’s job seekers value clarity, and it helps reduce mismatched expectations.

2. Speed Up the Hiring Process

The Challenge: High-turnover roles often require filling seats quickly. A lengthy hiring process can mean losing good candidates to faster-moving competitors.

The Solution:

• Simplify applications—mobile-friendly, short forms work best.
• Use pre-screening questions to quickly filter out mismatched candidates.
• Move interviews quickly; in some industries, same-day hiring events work particularly well.
• Consider using hiring fairs or platforms like TalentAlly to access a large pool of diverse candidates.

3. Tap Into Employee Referrals

The Challenge: Traditional job ads may not always reach candidates best suited for high-turnover roles.

The Solution:

• Launch a referral program with small, immediate rewards (like gift cards) for employees who recommend successful hires.
• Encourage team members to share open roles within their communities.
• Referrals often result in hires who are both better informed and more likely to stay, since they’ve heard firsthand what the role involves.

4. Recruit for Skills and Attitude, Not Just Experience

The Challenge: For high-turnover positions, experience isn’t always the best predictor of success. Sometimes a candidate’s reliability, attitude, and adaptability matter more.

The Solution:

• Use skills-based assessments to test customer service, problem-solving, or communication abilities.
• During interviews, focus on behavioral questions, such as, “Tell me about a time you handled a difficult customer.”

5. Build a Pipeline Instead of Starting from Scratch

The Challenge: Constantly recruiting from zero wastes time and money.

The Solution:

• Keep a “silver medalist” list—candidates who were strong but not selected previously.
• Stay connected with seasonal staff who may want to return year after year.
• Partner with platforms like TalentAlly that offer career fairs and access to diverse talent pools so you can build a pipeline before roles open.

6. Retention as Recruitment: Improve the Employee Experience

The Challenge: Recruitment doesn’t stop once an employee is hired. Poor onboarding or lack of support drives new hires right back out the door.

The Solution:

• Provide structured onboarding—even if it’s short. Walk through expectations, introduce team members, and check in frequently.
• Offer small but meaningful benefits (flexible schedules, recognition programs, transportation stipends).
• Train managers to spot burnout early and support employees with empathy.
• A Gallup study found that 70% of turnover is tied to management. Training supervisors in engagement and recognition can drastically improve retention.

Conclusion: Smarter Recruitment for High-Turnover Roles

High-turnover roles will always require more frequent recruiting—but that doesn’t mean employers are powerless. By setting clear expectations, speeding up hiring, focusing on the right qualities, and building pipelines, organizations can reduce unnecessary churn and save costs in the long run.

When employers combine smarter recruitment strategies with better employee support, they don’t just fill roles faster—they create a stronger, more resilient workforce.

Want help reducing churn in your high-turnover roles? Post your jobs on TalentAlly’s job board and connect with diverse, ready-to-work candidates today.