Turnover can be defined as leaving of organization deliberately by the employees in this case. This turnover can be reduced by the proper or effective staffing. Now the most important thing is to develop strategies in order to select the candidates a selection process must be possessed Tracking system of recruitment sources, Realistic job previews, Assessment tools and interviews, and hiring to fit & motivation in order to predict the candidates' potential abilities for turnover.

Firstly, organizations use a variety of sources for recruiting the job applicants such as classified ads, walk-in interviews, head hunter agencies, employment agencies, professional agencies, referrals, and online recruiting. Researchers have proved that employee referral among all sources is the most reliable source. Employees always refer that candidate to the organization which match with the organization's culture, values and vision and thus can be a more suitable candidate. So, organization should communicate with their employees about upcoming vacancy through better approaches and should reward higher incentives for the referrals.

Secondly, to attract the potential applicant RJPs play vital role. RJP stands for realistic job preview. It means an organization should address the all aspects of the job and work environment both positive and negative in a realistic way including the work location and department history instead of "sugar coating" approach. Organizations can show RJP to the potential candidates through websites, brochures and through oral presentation.

Thirdly, the use of assessment tools and interviews, according to Barrick and Zimmerman there are three assessment variables to predict employee turnover as: Employee Bio data means Longevity at former employers, referral by current employees and having friends or family members working at the new organization all increase the likelihood new employees will stay. Employee Attitudes and behavioral intentions means Applicants who express "intention to stay" with the organization and "desire for the job" are more likely to stay. Employee Dispositions means Self-confident, decisive individuals are more likely to stay.

Fourthly, hiring for fit and motivation stated organizations should hire employees through proper selection, interviews and who fit the organization's own culture. To motivate such employees' organization should focus on job enrichment. Other factors to motivate such a job design can include employee involvement, empowerment, and rewards.

This omitted link in turnover reduction should be an integral component of any retention initiative. While it's true that most strategies for reducing turnover will focus on what can be done to improve the satisfaction, loyalty and retention of current employees, organizations are remiss if they fail to carefully examine and improve their selection process and hire for "fit".