Statistics show that 35% of employees experience some regret when taking on a job at a new organisation. There are many factors that contribute to this, with salary being just one of them. And candidates will leave the company for a better paying role. Losing good employees can be costly to an organisation. If you're on the hiring end of the recruitment process, our latest Infographic has tips on how to keep candidates within your company. And for candidates - tips on what to do if you're not happy.

1. of those who regret
plan to leave within
12 months
How to
One minute they choose you - then they're
IN & OUT
35%
The regret tends to
surface
at 6-9 months
experience some
regret at joining
a company
This is a
50% increase in
regret since 2008
JOB CANDIDATES...
100
0
50%
Employers tend to over-sell the positives and under-represent the negatives of
the job and the company. And they take too long to choose...
Companies use odd job titles that don't match candidate search behaviours
e.g. "Product Evangelist' or 'Data Ninja'...
Candidates feel pressure to accept a role immediately it is offered
even thought a more preferred role may still be pending
90% of candidates don't know what they're
searching for when job hunting
70% increase in time between a job being posted
and the first interview
• Design screening questions BEFORE candidates submit an
application so that they can withdraw easily
• Use an in-house app that shows candidates a GRAPHICAL
demonstration of how good a fit they are for the role
• Be transparent about EVERYTHING - the culture, the
expectations and their daily tasks
Pre Application
Pre Offer
• Choose automated tools for reference checking to obtain a
COMPREHENSIVE review of the candidate
Pre Advertisement
• Create performance PROFILES rather than job ads to take
into account skills from a different industry or job
There are too many options so candidates surf for jobs and
apply for more of them
Candidates are not thinking through whether the job or the
company aligns to their values and interests
• Invite the candidate to meet their team so BOTH parties can
learn more about working together
Pre Contract
• Introduce the candidate to higher level Managers so that
they get a TOP-DOWN understanding of the organisation
• If you can, stay for 12 months and learn as
much as possible
Candidate
• Look for patterns. Is there a particular
department, hiring Manager, step in the process
that triggers the error?
• Go back to career basics and use this information
to assess prospective jobs in the future
• Outsource your exit interviews so that you
get a better picture of why employees leave
Candidate
MISTAKES ARE COSTLY ...
It's time to get it right!
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Sources
The Career Consultancy The Career Consultancy catherine.careerconsultancy @katy1mary1
Catherine Cunningham
Gartner Decisive Candidate Report 2018
Indeed, Job Hunters: The Complete Guide 2018
An Honest Mistake, HRM, The Magazine of the Australian HR Institute, Issue 50
WANT MORE EXPERT CAREER TIPS?
STOPcandidates from surfing
of
YOUR
organisation
gone.
33%
With flat wage growth, a new job is often the fastest or only way to
achieve a pay rise
WHY CANDIDATES
GET IT
WRONG
WHY EMPLOYERS
GET IT
WRONG
EMPLOYER TIPS TO
BREAK THE
CYCLE
1
2
3
4
CANDIDATE
EMPLOYER
REGRET...
HIRING
ERRORS...
Company
• Shape your brand message so that it ONLY appeals to the
right candidate