The overall strength and well-oiled-machine-running nature of your business is heavily determined by the individuals you choose to make part of your workforce. This is why the hiring process deserves immense effort and strong attention to detail. As you’re well aware, the act of recruiting new talent can be an arduous undertaking. You’re not only looking to bolster your staff with talented new hires, you’re looking to keep those hires for the long haul.

A poor hiring process, however, can lead to high turnover. Generally, the first 90 days are regarded as the barometer by which one’s hiring practices are measured. If your new hires remain with your company for more than 90 days, you can usually rest easy that you’ve made the right choices. However, if you mishandled the indoctrination of your new hires, you’re bound to lose them within that time span. There are a few things you can do to lose an employee in 90 days.

Hire the wrong fit for the job to begin with.

As we’ve made clear, it all starts with the hiring process. Remember, you’re not just looking for talented and experienced workers, you want to add individuals to your staff who will compliment your company’s culture. To lose an employee in 90 days, be sure to hire someone who appears to be unable to get along with others and would probably rub your current employees the wrong way.

“Employees most often leave because of a flaw in the recruiting and orientation process,” says Joel Garfinkle on his Career Advancement Blog, “On your end of things, you need to make sure the position and the company’s expectations are thoroughly explained during the hiring process. You need to screen and test carefully to be sure that both the employee’s skills and personality are right for the job.”

Omit any onboarding efforts.

Onboarding is the practice of getting new employees familiar with their new surroundings. It involves getting them acquainted with both their daily tasks and the co-workers they will be interacting with. Onboarding is more than just as simple orientation. It requires introductions, some job shadowing and even casual conversations that will raise the comfort levels of your new hires. To lose a new employee in 90 days, be sure to avoid onboarding at all costs!

“Onboarding plans are intended to make new employees familiar with the overall goals of a company and support them as they embark on early projects all in an effort to achieve the perception of success and productivity quickly,” explains Lou Dubois on, “The ultimate payoff is to reduce turnover and encourage workers to stay with an organization for a longer tenure.”

Don’t follow up or check in.

Throw your new hires to the wolves and don’t look back! If you want to lose an employee within 90 days, your best bet is to avoid checking in on them to see how things are going. Employers who care about strengthening their staffs make sure to have one-on-one feedback sessions and meetings that offer new hires opportunities to ask questions.

“At 15 and 30 days, schedule a one-on-one with the new employee,” Garfinkle advises employers who wish to keep their employees, “Review goals that were set in the first week, chart progress, and make any mid-course corrections that are needed. Continue this process at 45, 60 and 90 days.

For more expert advice on how to NOT lose your new employees within 90 days, give Hire Value Inc. a call.