Hiring doesn’t end when the offer letter is signed. For many companies, that’s where the real challenge begins: keeping new hires engaged and committed for the long haul. Turnover is expensive and the cost of replacing an employee can range from one-half to two times their annual salary, according to Gallup. For high-volume or hourly roles, the expense adds up quickly in lost productivity, training, and recruiting.

What many talent leaders don’t realize is that the seeds of retention are planted early, often in the recruiting process itself. When job descriptions, interviews, and assessments don’t align with the reality of the role, employees are more likely to leave within the first year. The key to solving this problem? Designing a recruiting strategy that emphasizes long-term fit, not just short-term placement.

Here’s how companies can rethink recruiting as the first step in retention.

Align Job Descriptions With Reality

Job descriptions are more than a compliance document. They’re a candidate’s first window into what the role entails. If they’re vague, overly polished, or disconnected from the day-to-day experience, they create misaligned expectations.

To boost retention, job postings should:

• Focus on outcomes, not just tasks. Instead of listing 20 bullet points, highlight the most critical deliverables and what success looks like at 30, 60, and 90 days.
  
• Be honest about challenges. Transparency builds trust. For example, if the role requires standing on your feet for long shifts or managing seasonal rushes, call it out upfront.
  
• Use employee input. Ask current team members what the most important (and toughest) parts of their jobs are. Their perspective can help recruiters craft job postings that attract candidates prepared for reality.

By clearly communicating what the role is (and isn’t) employers attract candidates who are not only qualified but also better equipped to thrive.

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