Dear Workforce:

New employees in our company undergo a six-month probationary period. During this period, some employees may decide to discontinue working for us. How do we determine an "acceptable" rate of attrition for new hires? If they leave after only three months, should we assume this is because of faulty recruiting? Conversely, if they depart after four/five months, should we evaluate our training? Finally, what if they leave after six months: Is that a reflection on their direct supervisor?
Please help us understand how to interpret the meaning of our rapid turnover.

—Can’t Keep Them, senior team leader for talent acquisition, finance/insurance/real estate, New York

Dear Can’t Keep Them:

Let’s face it: Sooner or later, everyone terminates their employment. But companies cannot afford to be cavalier about turnover, especially when it occurs before the employee has had a chance to be productive.

With early turnover, the recruiting process, your training program and the manager’s coaching generally share the responsibility. The investment you make in filling a position—simply the recruiting and training costs—goes down the drain when a new hire leaves. So understanding and addressing the causes of early turnover will have a definite impact on your bottom line.

Here are three steps HR should put in place to improve retention of new hires:
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Tags: Dear Workforce — Employee Retention — Exit Interviews — Recruiting — New Hire Onboarding