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Why new hire retention should be on everyone’s dashboard in 2025
- New hire retention is often used to evaluate recruiting efforts, but it serves a larger purpose.
- Organizations with low retention rates spend more on recruitment and experience broader business impacts.
- Aiming to retain 100% of employees isn't realistic; businesses should set sustainable goals based on their industry and size.
- Poor new hire retention may signify problems related to employment deals, organizational culture, leadership or talent management.
- Different business stakeholders play various roles in fostering better retention, such as realistic job expectation setting for recruiters or proactive onboarding for hiring managers.
- Teammates, HR departments and training/development professionals should all contribute to stronger retention outcomes.
- Rewards and retention strategies, including benchmarking against talent competitors, can be used to improve retention rates.
- Improved new hire retention can result in saving resources, boosting morale and employee engagement, increasing productivity and more.
- It is crucial for organizations to engage every group involved in the employee experience to strengthen new hire retention.
- A collective effort by all stakeholders will lead towards sustainable improvement in new hire retention to benefit everyone.
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