Most retention problems are traceable back to something said, or not said, before the person joined.
Retention is usually treated as an HR programme that begins after someone starts. In practice, the conditions for staying or leaving are largely set during hiring.
Be specific about the role
Vague job descriptions attract candidates who imagine a job that does not exist. Six months in, the gap between the imagined job and the real one is the reason they start looking.
Do not oversell
It is tempting to present the best possible version of the company to close a strong candidate. Every exaggeration is a future resignation risk.
Track the first ninety days
We check in with both client and candidate at thirty, sixty and ninety days. Almost every problem we catch at day thirty is fixable. The same problem at day one hundred and eighty usually is not.