I recently was hired at a new company. Everything went great until the issue of salary. I did my research and found the average starting salary for someone with my experience, education, and their job description. But their offer and my expectation was off by about 33%.
Their justification was that this position has had a lot of turnover, so they "hedge their bet", so to speak, by grossly underpaying (my words, not theirs) at first, and then once the employee has a couple years at the company, then the pay increases.
I just came from another company that doesn't necessarily underpay, but they do have a lot of turnover, and thus spends hundreds of thousands, in our region alone, in new employee training.
I'm only 30, so I don't have too much experience with these issues, but my thought is that if there's high turnover, it means your company is competing with other entities for talent. When you're competing, you want to make yourself attractive, and more benefits will keep people around. Why not use part of that training budget to make the current employees happier so they won't leave so quickly?
How do you guys battle turnover in your companies?