Are you focusing on the wrong skills ?
Hard skills may get you the interview, but it is the soft skills that will get you and keep you the job. Soft skills such as social intelligence, communication skills, attitude and career attributes should be an employers highest priority when looking for new hires.
Employees that possess social and emotional intelligence are people that are able to navigate their environment, work well with others, perform well and achieve goals. Overall, an employee with these social skills will be an asset to the team. People want to do business with people they like, and the same thing goes for employees, they want to work with people they like.
Don't get us wrong; technical skills are important, but if your new hire cannot work well with others, then it is likely they won't hang around very long. If you seek out a candidate that possesses problem solving skills and that fits your company's dynamic, then you are bound to decrease your employee turnover.
You're overlooking your current employees
This problem has stemmed from the attitudes of both employers and their employees. Employers may not be taking the time needed to properly evaluate the capabilities or drive of their employees. It would benefit management to consistently observe their employees to determine if they have more to offer the company and would be better suited in a job with more responsibilities. A more structured review of employees could be used to ensure that no employee be overlooked. If an organization does not keep employees in motion, they begin to get too comfortable, fearing change rather than embracing it. Management should be using cross training, goal setting, process evaluation, shop floor layout, etc. as ways to keep employees engaged and excited to take on new challenges.
The needs of the workforce have changed
A clash in attitudes and priorities has resulted in many giving younger generations a bad rap. Some claim that the new workforce lack the mindset and skills required to thrive in the workplace, but we may be selling them short. Instead, we should be focusing on the innovation that they bring to the table. Millennials and Generation Z (referred to as Generation ZY) are still willing to put in the hours needed but they seek a more flexible schedule; they want to use the greatest and latest technology and they want to be more involved in the big-picture goal setting of the company.