“Wendy, my recruiting efforts are failing. People leave within weeks, sometimes even days. Help us!"
The Primary Recruiting ‘Best Practice’ Is To Be Prepared:
- Before Posting The Job Ad
- Pre-Screening
- Interviewing
- Offer and Pre-Onboarding
- Onboarding and Orientation
- Continuous Improvement
- Additional Considerations
“Wendy, recruiting is expensive and exhausting! I need help attracting candidates and keeping them - stat!"
Why Be Prepared?
To Attract Candidates and Retain New Hires for the Long Haul!
New Hire Turnover: A significant number of new hires leave their jobs within the first few months, highlighting the importance of getting the right candidates and implementing a strong onboarding process.
Key Statistics:
- Early Turnover: Around 30% of new hires leave within the first 90 days.
- First Month: 17% of employees leave during their first month.
- First 45 Days: 20% of employees quit within the first 45 days of employment.
- First 6 Months: Approximately 31% quit within the first six months.
- First Year: 37.9% of employees leave within the first year.
Why Do People Leave? What Impact Is There?
Reasons for Early Departure:
- Lack of clarity about their role or responsibilities: 23% of those who quit cited a lack of explanation about their role.
- Inadequate training or support: 21% of those who quit expected better training.
- Poor onboarding experience: 43% of employees reported having an onboarding experience that was shorter than a day.
- Career development: The top reason cited for leaving during the first year was career development.
- Negative first impression: 17% of HR teams say a bad first impression with both candidates and new hires is impacting their employer brand.
Impact of Early Turnover:
- Increased costs: Replacing employees is expensive, with estimates suggesting it costs 33% of a worker’s annual salary.
- Loss of productivity: Replacing employees takes time and effort, potentially disrupting workflow and productivity.
- Damage to employer brand: High turnover rates can damage a company’s reputation as a desirable employer.
I'm Wendy Sellers, The HR Lady®.
I am not your average consultant, speaker, trainer, or author.
I am here to keep it real and get things done, without hidden agendas.
My expertise stems from personal experience, as I entered the field of HR without a clear plan and faced numerous challenges along the way.
My approach? Bold, straightforward, and focused on results.
- An author, speaker, podcast host, HR consultant and teacher of reality, I have been in the game since 1998, fixing problems and educating people face-to-face, online, and from the stage.
- With close to 30 years of experience in HR, operations, and management—and not just the book kind.
- I’ve got the degrees (Master’s in HR and another in Health Care Administration), plus I have held certifications like SPHR and SHRM-SCP. I even taught the SHRM prep-course.
- I have also been certified in internal workplace investigations, DiSC personality training, and health/life insurance licensing. Oh, and I am a Dale Carnegie grad in leadership and empathy—because those things actually matter.
So, if you’re ready to make real changes—without the BS—you’re in the right place! ~ Wendy Sellers, The HR Lady®
