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Anyone else seeing a lot of quick departures among new hires?Ā
Iāll go out on a limb and say Leaky Bucket Syndrome is at an all time high. Recruiting is twice as hard not just from turnover, but turnover from recent hires. Soooo many companies I talk to are saying this.
(Candidly: I tried getting some real data i.e. I Googled for 5 mins and quickly lost interest. As expected...I got a few thousand āGreat Resignationā articles. Nothing more granular. Seriously canāt wait for the business media to find a new angle. š)
And yes, the market itself is a culprit. But you can only control thatās in your control.
Onboarding. Orientation. And training.
This market aside: hiring has become far more niche and specialized over the last decade. Itās great for recruiters, because the more niche the talent, the harder to find.
But it also leads to a common mistake: we hired an expert. Theyāre plug and play. Weāre good. š¤¦
In my experience: this is never true. Not matter how good you are, the environment youāre going into is undoubtedly different than the one youāre in.
Thereās always some gap.
And it can be small things. The pace. The process. The client expectations. Iām not even talking about full retraining new skill sets here.
And if that isnāt done well, while someone is on a remote island: it can fall apart quickly. Out of sight, out of mind.
When youāre in the office, itās a hell of a lot easier to know when youāre blowing it. Reading body language in those informal encounters. Coffee breaks, lunches, etc.
People want to feel appreciated. And thereās no better way to do that than investing your own time into them.
Eh, maybe money. Yeah, moneyās better. I digress...š
Full episode of The 10 Minute Talent Rant: You Canāt Out Recruit Bad Retention, here.
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