Job retention is not a recruiter’s responsibility because job satisfaction is not something we have control over.
Of course, a big factor in employee retention is making sure that you hire the right people, and that does fall under a recruiter’s responsibility.
Our goal as recruiters is to find candidates who are the best possible fit for your organization. We strive to find candidates who meet as many of your checkboxes as possible. However, we also have to make sure that your company matches the checkboxes of each candidate we submit.
Our job is to introduce our clients to candidates we think would be a good fit. The more we work with a company the better we understand their culture and values. This better understanding makes it easier to find candidates we think would be a good fit.
But at the end of the day, once a candidate is hired the responsibility of maintaining that good fit is up to client. There are many reasons people leave jobs, but if a candidate is satisfied in their work and the company, the less likely they are to leave.
We will always do our best to find candidates who align with the company culture our clients describe to us, but if that company culture isn’t what hired candidates experience, then that responsibility falls to the client.
There are many ways to increase job satisfaction—stay tuned for our upcoming blog post with tips for increasing job retention!