Thanks for the opportunity to have my say. My coaching and consulting business begins after a person accepts an employment offer and extends through their first 100 days in a new role.
Since major research studies show that over 60% of newly hired leaders leave their new company or fail to meet expectations within the first 18 months in a new role, how can recruiters’ best add value for their clients by "vaccinating" new hires against early failure?
Granted, one answer to this question is self-serving, but with over 600,000 Fortune 500 managers changing jobs each year, that's a whopping 360,000 potential failures with significant negative business, employee, and personal costs. Not to mention redoing searches for free within the guarantee period.
Does addressing this problem fall into a recruiter's role now, or should it?
I believe that as a recruiter, it's our responsibility to provide more than one quality candidate to our client, but the onus on retention is on the manager. It's their responsibility to choose a good cultural fit for their office and their responsibility to give that person what they need so they stick around.