A staggering 30% of new employees leave within the first 90 days. Why? We all know how stressful recruiting can be. It doesn’t matter if you are the recruiter, the hiring manager, the CEO or the applicant.

Well, Jobvite have looked into this and they have found the top 3 reasons people leave their new jobs.

  • 43% of people surveyed said that the role wasn’t what they had expected it to be
  • 34% of people surveyed said they had a bad experience or incident that made them leave
  • 32% of people didn’t like the company culture.

Surely I cannot be the only one that is shocked by these numbers, so I have put some tips together to help you avoid this situation.

Have a structured induction process

When a new starter comes into the business on their first day have:

  • someone to meet them
  • have their computer set up with all of their logins
  • have policies and procedures ready for them to read through, and most importantly
  • show them around the office
  • show them where the bathrooms are
  • where to get coffee and stationery, and even tell them
  • where most people get lunch.

I know this sounds obvious but it is missed a lot of the time when a new person starts.

Communicate with your new starter

Make sure that you introduce your new starter to everyone. Yes, they won’t remember everyone’s names but they will have a basic memory of what someone looks like and then they can ask that person for help if they need it.

It is important that all new starters know that there are people they can go and speak to about any issues. Whether that is the recruiter who initially recruited them, the HR Manager, their manager, the CEO, or a colleague.

People want to feel like they belong.

Assign a buddy

Before your new starter starts, assign them a buddy and let them know who it is. Their buddy can be their ‘friend’ until they make friends of their own in the office.

I think that a buddy should go to lunch with the new staff member and get to know them a little. It makes the new starter feel important.

Create a culture where people can speak up

It is important that all staff, whether new to your organisation or not feel valued and respected at work. This applies to all people, whether new or not.

If you are noticing that new starters are leaving regularly or that your staff don’t seem happy, ask them what is wrong! I think the best way to do this is an anonymous Employee Engagement Survey.

Once staff has completed the survey make the results public and let everyone know how you are going to tackle the issues.

What to do if a new starter quits

So what should you do if you do get a new hire to quit? Ask them why!

It is so important when someone leaves your organisation that you know why they are leaving. All you need to do is have a quick 5 to 10-minute exit interview with them to see what is driving them to leave, and what you could do in the future to stop this from happening.

Hopefully, by following the above tips you can avoid having 30% of your new starters leave your business. That will save you a lot of time and money.

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