Hire to Retain: Building Retention into Your Recruitment Process

In industrial environments where turnover can undermine productivity and profitability, companies often focus heavily on reducing attrition after an employee has already started the job. But what if the most effective way to combat attrition begins long before onboarding?

Retention starts with recruitment

From the moment a job requisition is created, companies have the power to shape workforce stability by embedding retention-minded strategies into every step of the hiring process. Here's how industrial employers can hire smarter—and retain longer.

1. Align Role Requirements with Real-World Expectations

One of the most common contributors to early turnover is a mismatch between job expectations and day-to-day realities. To attract candidates who are both qualified and likely to stay, recruiters and hiring managers must align on what success looks like in the role.

Best Practice:

• Conduct an on-the-ground job analysis with current employees and supervisors.
• Use this insight to refine job descriptions and interview questions, ensuring they reflect real job demands, physical conditions, and scheduling requirements.

Example:
Eastridge collaborates with client partners to perform intake assessments that include site visits, environmental reviews, and operations consultations. This allows recruiters to present accurate, honest job previews that set candidates up for success.

2. Incorporate Behavioral and Culture-Based Screening

Skills and experience are critical, but cultural alignment and behavioral fit often predict long-term retention more accurately.

Use Tools Like:

• Behavioral assessments to evaluate communication style, adaptability, and work ethic.
• Situational judgment tests (SJTs) to gauge how candidates respond to common job challenges.

Example:
Through its proprietary GATE program, Eastridge evaluates candidates not only on experience but on traits like reliability, resilience, and alignment with company culture—ensuring that hires are a match beyond the resume.

3. Use Historical Data to Refine Your Hiring Funnel

Retention-driven hiring is a data-informed process. By reviewing historical hiring outcomes, companies can adjust how they source, screen, and evaluate candidates to better predict who’s likely to stay.

What to Analyze:

• Which sourcing channels deliver high-retention hires?
• Are there early attrition trends tied to certain supervisors, shifts, or job sites?
• What characteristics do top-performing, long-tenured employees share

Example:
Eastridge helps clients analyze hiring funnel drop-off points and associate tenure trends. By doing so, they’ve been able to recommend new sourcing strategies and training for frontline managers who oversee high-turnover teams.

4. Strengthen Onboarding to Bridge Hiring and Retention

A strong start is critical. Employees who feel disconnected or unsupported during onboarding are more likely to leave early, especially in high-demand labor markets where other jobs are readily available.

Retention-Focused Onboarding Should Include:

• A structured, phased orientation with clear milestones.
• Early mentorship or buddy systems.
• Scheduled feedback loops during the first 30/60/90 days.

Example:
Eastridge assigns onboarding specialists to guide new hires through the first stages of employment. This includes walking them through safety protocols, checking in frequently, and ensuring they feel supported. For larger teams, they even offer onsite representatives who work directly with new hires to address concerns in real-time.

5. Close the Loop Between Recruitment and Workforce Strategy

Hiring teams and operations managers often work in silos—but long-term retention demands collaboration across the entire employment lifecycle. By integrating recruitment with workforce planning, businesses can better anticipate skill gaps, seasonal attrition, and growth needs.

Strategic Tips:

• Hold monthly meetings between recruiters, supervisors, and HR to review performance and retention trends.
• Incorporate retention KPIs into hiring team evaluations.
• Use feedback from exit interviews to update job profiles and screening criteria.

Example:
Eastridge provides Quarterly Business Reviews that unite hiring data, workforce performance, and attrition insights. These meetings allow both parties to adjust strategies based on real-world outcomes—leading to smarter hires and stronger teams.

Recruitment with Retention in Mind

The hiring process isn’t just about filling vacancies—it’s the foundation of workforce longevity. By embedding retention-focused strategies into every phase of recruitment, industrial companies can reduce churn, protect productivity, and build a team that lasts.

When businesses partner with staffing experts who prioritize retention as much as placement, the results speak for themselves: better alignment, longer tenure, and reduced cost per hire