Did you know that 59% of new hires, who leave within their first year, say they left because the role or company culture didn’t match their expectations?
That’s a BIG percentage.
The good news is that, with our extensive experience in recruitment, we understand what drives success. Our clients, who consistently hire and retain top talent, invest time in carefully planning the role, crafting clear messaging, and streamlining the hiring process.
A critical element of this is providing a detailed, honest, and transparent view of both the role and company culture.
You can read the full breakdown below.
Here are 9 strategies to mitigate risks and secure the right candidate for the long term.
1. The exit interview
Exit interviews are especially important when you lose someone within the first year. You haven’t seen as much value and ROI on that person as you would have hoped. Understanding the factors that contributed and being open to what could have been done better is highly valuable information, which can be taken through to planning for their replacement and/or any future hires
2. Thorough role scoping
Clearly outline job responsibilities, key performance indicators (KPIs), and expectations.
Ensure the job description is realistic, updated, and reflects the true nature of the role.
3. Create an Authentic Job Description
Avoid exaggerating perks and opportunities.
Provide a balanced view by including potential challenges of the role, ensuring candidates are well-informed.
4. Be Honest About Growth Opportunities
Clearly outline career development paths, training options, and potential timelines for promotion. Avoid overselling upward mobility if the reality differs.
5. Showcase Company Culture Transparently
Use photos, videos, and testimonials to give candidates an insider's view of the workplace.
Consider providing a culture pack pre-interview.
Add content to website and social media channels.
6. Incorporate Real life strategies into the process
Offer job shadowing opportunities for a day, or go through day-in-the-life scenarios so candidates can experience the role firsthand.
Present case studies or hypothetical tasks during the hiring process to demonstrate typical challenges.
7. Facilitate Two-Way Conversations
Encourage candidates to ask questions and share their career aspirations.
Be upfront about potential limitations or quirks in the workplace (e.g., fast-paced environment, tight deadlines).
8. Involve the Team in Interviews
Introduce candidates to their potential manager and team members.
Gauge cultural fit by observing how candidates interact with the team.
9. Assess Cultural Fit and Values Alignment
Include behavioural interview questions to explore a candidate’s preferred working style and values. Use culture focussed psychometric testing.
We hope these tips help you build a stronger team by hiring the right people and keeping them for the long term. Taking the time to plan properly, communicate openly, and align the role with your company culture can make a real difference.
If you’d like support to improve your hiring and retention, we’re here to help, get in touch today.