What are the reasons for early turnover? Reasons for hiring mismatches and measures to improve retention rates.
It's not just a lack of assessment during the interview that causes issues! Support for retention by designing processes that prevent mismatches from recruitment to onboarding after joining the company.
"Early turnover" refers to employees who leave shortly after joining a company. Many of the causes stem from "mismatches during the hiring process," which are not only due to insufficient assessment during interviews but also to a lack of information disclosure during the selection process and discrepancies in expectation management after joining. Container Co., Ltd. structurally analyzes the factors leading to early turnover and supports improvements in the entire hiring process with a focus on retention and success. **Six Process Factors Contributing to Mismatches:** - Recruitment Marketing: Lack of realistic information disclosure that conveys not only the appeal but also the actual situation. - Selection and Interviews: Insufficient alignment of values and expectations due to one-sided interviews. - Early Employment and On-Site: Lack of follow-up on environmental changes and missed information sharing with the field. Our company supports the introduction of "RJP (Realistic Job Preview)" to convey the true nature of the company and the systematization of "onboarding" to facilitate smooth adaptation after joining. We propose concrete directions aimed at improving retention rates, particularly in the manufacturing industry, ensuring that hiring does not end with just recruitment. *For more details, please download the catalog or feel free to contact us.*
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This service can be utilized by business owners, HR and recruitment personnel, and on-site managers who face challenges with the retention rate of new employees. 【Recommended for companies facing the following issues】 ■ While job applications are plentiful, there is a continued trend of early turnover within the first year of employment. ■ There are inconsistencies in the onboarding systems and retention rates for new employees depending on the assigned workplace. ■ The evaluation criteria are unclear, leading new employees to feel a lack of growth and subsequently leave. ■ There is a lack of shared understanding between HR and the on-site (assigned) teams regarding the desired candidate profile and roles. 【Specific usage scenarios】 When you want to structurally identify where mismatches are occurring in your recruitment process, it can be used for "current issue analysis and consulting." Additionally, it can be implemented in the phase of creating specific systems aimed at improving retention rates, such as "designing recruitment communications using the RJP method" to disclose the challenges of the job and bridge gaps, or "establishing an onboarding interview process" to prevent isolation. We will identify the true causes of turnover in your organization and achieve stable growth.
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Our company is engaged in the planning, design, and production of websites, as well as the planning, design, and production of internet rich content. With a wide range of expressive capabilities and accumulated, refined web know-how and technology, we aspire to be a company that not only produces but also provides "new value" through "thinking power." Furthermore, we aim to create smiles for everyone who interacts with what we provide.
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