Onboarding Importance Executive Briefing

Beyond the Introduction: How Employers Drive Long Term Retention
Date: July 2025
Produced by: Shayne Simpson

Recruitment agencies create the spark by sourcing and introducing candidates. Employers, however, are responsible for sustaining the flame of retention. Culture, onboarding, leadership, engagement, and career development not the initial introduction are what keep employees long term.

Key Message

The Agency Role

  • Source and match candidates quickly.
  • Provide market intelligence and expectation setting.
  • Mitigate risk with temp-to-perm options.
  • Influence ends after day one.

The Employer’s Role

  • Culture: Positive cultures make employees 4x more likely to stay (SHRM, 2024).
  • Engagement: Engaged employees are loyal and productive (Gallup, 2025).
  • Onboarding: Structured onboarding boosts retention by 50% (HBR, 2018).
  • Leadership: People leave managers, not jobs; weekly 1:1s are critical.
  • Growth: 94% would stay longer if offered career development (Apollo Technical).

Factor Agency Employer Impact
Initial Match High Moderate Indirect
Culture Moderate High Direct, Long-term
Onboarding Low High Critical
Engagement Low High Sustained
Management Low High Significant
Development Low High Long-term

Corporate Snapshot

What to Measure

  • 90-day attrition and first-year retention.
  • Manager 1:1 cadence during first 12 weeks.
  • Onboarding completion index.
  • Time-to-productivity.
  • Internal mobility within 24 months.

Recommendations
For Employers:

  • Invest in culture, onboarding, and leadership.
  • Use structured interviews and realistic job previews.
  • Provide transparent growth paths.

    For Agencies:

  • Share “warts and all” job details.
  • Coach candidate fit and motivators.
  • Keep pre-boarding communication warm.

Conclusion
Agencies open the door. Employers decide whether employees want to stay inside. Long-term retention is an employer’s responsibility, built through culture, engagement, and growth.

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