The real reasons for early turnover, as indicated by government data.
What are the common causes of early turnover in the mid-sized manufacturing industry? An explanation of the reasons for turnover indicated by government data and measures to prevent mismatches.
Young employees who were hired with great effort leave soon after. Many companies struggle with issues related to early turnover. While dissatisfaction with relationships and salary are often cited as reasons for early departure, they are not the only factors. Fatigue from long working hours, the uneven burden of household chores and childcare in dual-income households, a lack of time for self-improvement, and the existence of potential job changers who choose to maintain the status quo without knowing what job suits them—all these changes in the labor market influence employee retention. Data from the Ministry of Health, Labour and Welfare shows that the turnover rate for university graduates within three years has remained around 30% for many years, indicating a structural issue. The gap between the real needs of workers and the acceptance stance of companies often arises from the communication stage before joining the company. Understanding where the gaps are in your company's recruitment information is the first step in addressing early turnover. We are currently offering materials to support the improvement of retention rates after joining by reviewing the information shared during recruitment. Please feel free to request our catalog by clicking the download button.
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- Recruitment concept design / direction of content structure - Design, coding, and mobile compatibility - Support for content creation from employee interviews and on-site coverage - Designing pathways with job media
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