Measures to prevent early turnover in the manufacturing industry! Onboarding to encourage retention of young employees.
Increasing early turnover in the manufacturing industry. Moving away from relying solely on the field, we will establish a system that retains young talent.
Even if young employees are hired, they often leave quickly. Many companies in the manufacturing industry face this issue. A system that relies on the enthusiasm and compatibility of on-site personnel for early turnover countermeasures becomes ineffective each time the person in charge changes, only accumulating burdens on the workplace. By organizing the process from before joining to the first year of employment as part of the organizational structure, it becomes possible to provide a consistent level of retention support regardless of who is in charge. Many reasons for early turnover can be summarized into four categories: gaps in working conditions, unclear job responsibilities, lack of career prospects, and insufficient communication. Adapting measures to address these issues in line with the changing psychological states of new employees at different phases is key to improving retention rates. We are currently offering a document that summarizes the approach to designing recruitment communication aimed at eliminating gaps before and after joining and enhancing retention rates. Please feel free to request the 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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