An analogy for you to consider: you’re buying a new car. You do your due diligence to scour the market for the best vehicles at the most competitive prices. You finally settle on the one that provides excellent mileage, has a great engine, is among the industry’s elite for reliability and just downright looks great. So, you decide to buy it.

Happy with your new purchase, you figure you can drive it around as much as you like without ever having a second thought about maintenance. You perform no oil changes, never check the tire pressure and eventually don’t even bother to fill up the gas tank. Take a wild guess as to what will happen with that car.

The hiring practices for your business = Your new car.

After all the work you put in to creating inviting job postings, conducting interviews both on the phone and in-person, checking references and following up to ensure your candidate’s ability, why would you neglect that individual once he/she has been introduced into the fold? Employers who think that a strong hiring process ends at the moment the hiring decision has been made are bound to experience a high volume of turnover within the first 90 days.

As we pointed out in our “How To Lose An Employee In 90 Days” blog last month, the first 90 days of a new hire’s career serves as the barometer by which an employer’s hiring practices are judged. The more employees who leave within that time span, the more work your hiring process needs.

 “Onboarding should start the second the offer is sealed.”

“Ultimately, the first 90 days are a trial,” writes Victoria Vega on, “Not only are you evaluating your new employee, they are evaluating you. By giving your new hire a great first day, you are setting a positive trend that may increase the duration of their stay with your company. That’s why it’s important to set good habits right off the bat.”

Remember that one of your top priorities is to find new hires that will work well within your company’s culture. That entails locating candidates who aren’t just talented and adept at handling the responsibilities of their roles, they must also possess the personalities that will help them to mesh well with the team you already have.

Happy employees make for productive workers.

However, if you haven’t made the effort to make your new hire feel welcome, he/she won’t feel comfortable within your company’s culture – one that appears uninviting. According to G&A Partners, the first 90 days are “make or break”. And one of the top reasons so many employees leave their new companies within 90 days is because they feel unwelcome.

“The charm of being ‘the new guy’ wears off fast,” says their website, “Employees who don’t feel welcomed by their new employer or have an opportunity to engage with or establish relationships with their new colleagues are apt to feel isolated and unhappy, and are more likely to leave sooner than those that do feel welcomed.”

For more expert advice on how to significantly minimize turnover within the first 90 days, please don’t hesitate to give Hire Value Inc. a call.