Tips To Reduce New Hire Turnover Rate Pre-and Post-Hire

Turnover of any kind can be tough on your organization — but when it’s someone you just hired, it can be even more damaging. After all, new hires are typically excited about starting the next phase of their career, and they put a lot of effort into finding and being chosen for a new role. So when they decide to leave your organization after just a few weeks or months, it can indicate that something is off with your hiring process, your onboarding, or your company culture as a whole. 

That’s why reducing employee turnover for your new hires is so critical — it might seem like a small problem, but it can point to larger ones that pose a threat to your company as a whole. Reducing turnover for your new hires, however, can be complex: you need to assess why your new hires are so unhappy that they’re willing to bring out their resumes and go through a job search again rather than stay at your organization. And since the hiring process is time-consuming and expensive, you want it to be as efficient as possible, instead of showing people the door right away. 

First, you must calculate your new hire turnover rate (you can’t improve when you don’t measure, after all). Then, you need to determine if you’re hiring the wrong people, or if the problem comes after they’ve joined and discovered the role is not what they expected, or if your company culture is toxic. Once you know, you can begin fixing the problem and solving your new hire turnover issues. This downloadable guide will take you through everything you need to know about reducing employee turnover among your new hires.

Download the infographic with these insights below.