Employee Turnover at Crossover for Work
Contributions to staff retention at Crossover for Work
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Crossover for Work
Crossover’s mission is to democratize access to impactful, high-paying jobs. We recruit and screen only people with exemplary skills and drive to work with the world's best businesses. With our scenario-based testing model, we match top talent around the world with opportunities to manage all t...
What is "Avoidable" turnover?
Employee turnover is normal. Employees come and go for many reasons, including personal reasons and reasons that have nothing to do with a specific company. In addition, turnover is known to be high in some industries and for some job types. So how much can a company actually do to improve retention? This differs from company to company but we estimate this number. For Crossover for Work, we estimate average tenue could be increased by 329 days with effective retention programs. We base this number on a comparison of Crossover for Work to other similar companies.
What is driving turnover at Crossover for Work?
Employee turnover at Crossover For Work is primarily driven by employer brand reputation and employee seniority. Candidates are interested in following this company and are open to working here. Companies with strong brands are more likely to be searched for by other employers when they are looking for new talent. This means that they are more likely to have a high level of employee turnover, which leads to a potentially lower level of productivity. The employees at this company have been in their career for a longer period of time than average. The employees with the least experience leave the company more frequently than the employees with the most experience. There are a few reasons why this might be the case. First, junior employees may be more likely to feel unhappy in their job and be eager to find a new one. Finally, junior employees may have less opportunity to have an impact on the company, which could lead to feelings of frustration and unhappiness.
Methodology
The numbers reported here are based on statistical analysis of publicly available employment data of current and past employees of the company. We determine mean tenure based on how long past employees have stayed at the company and how long current employees have been employed. We determine the annual turnover percentage as (1/tenure * 100). We analyse a sample of the employees at a company. We make an effort to sample in a representative way but some bias is unavoidable. Some types of employees may be overrepresented in our sample based on their job, their online activity, and their geographic location. We expect our number to have a confidence interval of approximately 1 year. In other words, if the mean tenure reported is 4 years, the true value lies between 3 and 5 with 98% confidence. Similarly if the average turnover reported is 20% we expect the true value to be between 15% and 25%.
Disclaimer
We make an effort to report accurate information and to be transparent regarding our methodology. However, we make no warranty of any kind as to the accuracy of these reports. Use at your own risk. If you feel that any of the information reported here is inaccurate for any reason, please let us know.