Companies, recruiters, and hiring managers put a great deal of time, effort, and money into new hires. This is through often costly recruiting, hiring, and training processes. When a new hire leaves shortly after they were brought on, not only were the time and resources it took to bring them on and up to speed wasted, the company has to begin the entire process over again to bring on a new person to fill the vacant position.
Recruiting and hiring candidates can be a risky business. Recruiters try to predict whether the candidate will be an asset to the company based on criteria such as skills, previous performance, and recommendations from other employers. However, one area that recruiters have not been able to measure is whether candidates will commit to the employer long-term.
Adapt the following checklist into your on boarding process to help identify, monitor and curb early hire flight risk.
How often should this be used?
Adhoc as required.