1. Induction – Please carry out a induction with a candidate, ideally on day one however within week one. This is essential, not many starters leave however out of the small number who do, 40% of starters who leave a job in the 1st month say it is due to no induction or welcome.
2. Feel welcome – regardless of the level, it is always hard to get a new starter to settle unless the team are welcoming of a new person. Please have opportunities in place for the team to get to know the new starter
3. Hours – please ensure that the hours are within the hours discussed in the offer letter or at interview stage. of the small number of new starters who leave a job, 35% of these new starter leave in the 1st couple of weeks as the hours are different to the offer or  what was discussed. Sometimes extra hours are required, if this is the case in the 1st few weeks, do explain why to the candidate
4. Meet the management – Do ensure the candidate knows the key contacts
5. Tools – Do ensure the candidate has the tools ready on day one to do the job. There is nothing worse then turning up and no phone or laptop set up, or even worse, they have to build there own ikea desk! before they can start work 
6. Buddy scheme – do offer a buddy scheme, so they have someone to ask all those daft questions to
7. Do a month one chat, to make sure they know how to access the benefit packages, pension information etc etc
8. Do have a career map for them or a training map. Everyone wants to know the training plan.
9. Do ensure that you have all the information from the candidate to pay them on time with the right tax code. out of the small number who do leave in the 1st few months, 15% of these candidates said they left due to month 1 &2 pay is paid late or wrong. This is essential to secure candidates..

These are all areas we ask the client to have in place. Our rebates cover skills etc, we ask clients to have the above inplace to reduce candidates leaving for other reasons.  in a skill shortage market, it is so important for all the above. Our rebates do not cover if the above do not happen.

It is very rare that a new starter leaves in the first few months, out of the ones who do – 40% said it was due to no induction or welcome, 35% said it was due to working high hours / different hours to the contract and 15% said it was due to being paid late.   Having retention plans is so important. Out of the other 10%, only 2% said it was other reasons, the 8% was the other items listed above.

In 98% of the cases why a candidate leaves, apart from skill set reasons, there are things that can be put in place

We ask all our clients to have a retention plan inplace, to ensure the onboarding of a candidate is smooth. We are happy to guide with this. Our skill set rebates would not apply, if a candidate left due to a basic retention area as stated above, which are out of our control.