Sometimes you desperately needed to add a new member to your team yesterday. While it may seem ideal to hire someone as fast as possible, it’s best to take your time to find the right person for the job ─ not just the first seemingly qualified applicant.

In a study of 20,000 new hires, Forbes found that 46 percent failed within 18 months. Of these workers, an overwhelming 89 percent didn’t work out due to attitudinal reasons such as lack of coachability and while just 11 percent were unsuccessful because of a lack of appropriate skills required for the job.

Four Common Reasons New Hires Fail

Having trouble holding onto your new hires? Learn four common reasons new hires fail and how to change this and set them up for success:

  • Unclear Job Description: While it may be easiest to recycle job descriptions from one employee to the next, it’s not going to help you retain new hires. Closely review all responsibilities associated with the position and the skills necessary to complete them before posting the job.
  • Inadequate Onboarding: Many companies put a great amount of time and effort into the recruiting process, but fail to continue investing in new workers after they’ve accepted the job offer. It’s imperative to develop an onboarding plan that allows new hires to become thoroughly acquainted with the company and to receive proper training on their new responsibilities.
  • Personality Clashes: Having the right skills for the job isn’t the only criteria for the ideal new hire ─ the person also needs to seamlessly fit into your existing team. While there’s no way to guarantee they’ll fit in down the road, there are a few ways to increase your chances of hiring the right person. Allowing all team members to meet potential candidates prior to making a hiring decision and utilizing behavioral interviewing techniques can help you get a better feel for the person and whether they’re the best choice.
  • Inability to Fit into Corporate Culture: According to Forbes, 89 percent of new hires fail due to a poor cultural fit. If a person isn’t given a proper introduction to your company culture, they can’t be expected to “get it.” Help ease new workers in by providing important information, such as preferred methods of communication between employees and tips on how conflicts are resolved. Partner them with a mentor, a seasoned company worker, who can show them the ropes during the beginning of their employment period.


The recruitment process takes a lot of time and effort. Let the professionals at Talent Bridge help you build a long-lasting team that will be with you for years to come ─ not just until another opportunity arises. Contact us to for help with all your staffing needs.