Direct Costs of Employee Turnover:

• Hiring of temps • Paying overtime
• Cost of benefits to departing employee • Administrative costs associated
• Human resources department time required to administer separation
• Managers time • Redistribution of workers responsibilities • Training
• Expenses of Training defecting employee (i.e. certification, education, etc.)
• Recruiting/Selecting replacement employee
  (including: developing job description, advertising, reviewing resumes, interviewing, screening tests, background investigations, etc.)
• Training and Orientation costs of the replacement employee
  (including: time of managers and co-workers, formal trainers, materials, lost productivity of those who must use work time with new employee.)
• Administrative time to bring in new hire (including, HR, IT, Benefits, etc.)
• New hires generally have reduced productivity during training period

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