One of the biggest problems faced by all industries is employee turnover. When you go through the sometimes long and arduous process of locating new talent for your organization, it can be incredibly frustrating to lose those new hires shortly after they were brought in.
What causes new employees to leave their jobs so quickly?
In most cases – especially those that occur within the first 90 days of the job – the answer can be found in the strength (or lack thereof) of the recruitment process. It’s important, therefore, to look for the flaws that may exist in the ways in which the employee was recruited. That way, you can avoid the top three reasons new hires leave companies.
1. The job is not what they were told it would be.
As a hiring manager, you own the responsibility of making clear what the job is all about. Remember that as much as it is a candidate’s job to impress you during an interview, it’s your job to describe your new hire’s duties adequately so that he/she won’t be surprised by what comes with the territory of the position. To avoid this problem, it’s important to stay engaged with the new hire in the early stages of his/her new job.
“Revisit your new hire’s job description and goals and frequently within their first 90 days to help them settle into their role,” explains Jen Dewar on HealthcareSource.com, “Provide both positive and constructive continuous feedback to identify things the employee is doing well, and where they could improve.”
2. The new supervisor is too busy to support them.
Dewar goes on to point out that in the first 90 days of a person’s job, he/she is still learning how things are done in the company. A supervisor or manager can’t simply throw a new hire to the wolves. Candidates expect that once they are hired, they will be nurtured throughout the “getting to know the business” process. Do you like the feeling of being left to fend for yourself in an unfamiliar environment? It’s something that will push a talented employee away.
“Show new hire around your organization, and introduce them to key people they will need to know to do their jobs,” Dewar advises, “Tell them how excited you are that they accepted your offer to join your organization.”
3. The culture is not a fit.
When a hiring manager fails to authentically represent what life on the “inside” is like, he/she is only setting up the entire recruitment process for failure. As we’ve pointed out in many past blogs, securing an appropriate culture fit for your company should be at the top of your to-do list. Not only is it important for your new hire to mesh well with other employees and compliment the overall working environment, but that new hire should feel comfortable within it, as well.
For more expert advice on how to not lose your new hires within the first 90 days of their employment, give Hire Value Inc. a call at 403-978-3827 today!