8 Strategies to Reducing 90 Day Attrition

a FurstPerson eBook

Your Hiring Process is Out of Sync



Candidates have a number of different experiences with a company, starting with the hiring process. A candidate works with recruiters and Human Resources during the initial hiring stages of his or her career, and - if he or she is successful - in that area will be offered a position and moved into training. After he or she is trained, they're After training is completed, the new employee will then be sent to work in their assigned role. But if a candidate has different or, even worse, contradictory experiences throughout these processes, itthat could result in candidates leaving early because they feel they've been misled, improperly trained, or given the wrong position.


Set up a meeting with your talent acquisition team, your training team, and your operations team.

In this meeting make sure that everyone understands the position, the hiring expectations, and the support available throughout the candidate and employee experience. One of the worst causes formost common and avoidable) causes of early attrition is a lack of internal communications. When a new hire doesn't fully understand the impact his or her role has on the organization, causing the candidate to feelhe or she may feel confused, frustrated, and unsupported. Make sure each group's goals and objectives are in alignment, and — most importantly — are supporting each other, rather than working against each other with misinformation and unclear objectives.


"If new hires are not assimilated correctly, they're not able to connect their role to the corporate strategy. They don't understand how what they do impacts the business. They may soon become disinterested and will ultimately feel undervalued. This is true for all levels within the organization."

- Heidi Ferolito
HR Director, Talent Acquisition and Retention at World Travel
To Learn More
Read 6 Statistics Behind Poor Candidate Experiences