8 Strategies to Reducing 90 Day Attrition

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The Interests and Attitudes of the New Hire Rresult in a Poor Fit



There can be any number of issues that can arise with a new hire. Maybe they have a difficult time getting along with their coworkers, or maybe they're not interested in talking on the phone for extended periods of time while working at a call center. Perhaps they're overly negative or they're lethargic. Whatever the reason, the employee is having a hard time assimilating to the job or the company culture, and it's beginning to have an adverse impact. The end result: the employee leaves sometime in between the first and second month of employment


Making use of personality tests to identify any attitude or interest issues can help avoid hiring a candidate who at best will leave early due to a poor fit and at worst cause issues and conflict among the rest of your staff.

By testing against certain interests or looking for certain attitudes that could result in poor fits, you'll have qualitative data to make informed hiring decisions about which candidates will fit well and which ones won't. You can also use a number of interview questions during the hiring process to see if a candidate will be a fit for the company. Culture fit is critical to employee retention and reducing attrition, so making sure you have a clear definition of what your company's culture is, and asking questions that test against that fit will he key to ensuring your candidates- turned- employees will come in and fit in seamlessly.


"We have multiple people interview a candidate to make sure they're a good cultural fit. We make sure they fit well and that is a big part of our hiring process, and because of that we have lower turnover rates for our corporate positions."

- Heidi Ferolito
HR Director, Talent Acquisition and Retention at World Travel
To Learn More
Read The Right Fit Importance of Company Culture and Candidate Selection