TURNOVER
Turnover isn’t an HR metric. It’s a receipt.
Exit interviews document the failure. The hire caused it.
34 questions. About fifteen minutes. A scored read of where your hiring breaks.
THE RECOGNITION
You’ve run the engagement surveys, raised the comp bands, added the stay interviews. The people you most wanted to keep still left - and the ones you shouldn’t have hired stayed. Retention programs can’t fix a selection problem.
Turnover isn’t a retention problem. It’s a selection problem collecting late.
TRANSLATION
You call it turnover. We call it the lagging indicator of selection drift - the decision made eighteen months before the resignation letter.
Research heritage since 1999 · 60%+ of the Fortune 500 have used Qualigence · 85% retention on placed candidates over 24 months
Connect early signals to action
Confirm role clarity, manager expectations, and immediate obstacles.
Review evidence of progress against the agreed outcomes.
Decide where to reinforce, coach, or correct the integration plan.
Illustrative 30/60/90 review. Measures and interventions should match the role and organization.
THE SCIENCE
Why selection - the science under every service.
Most firms compete on access - who they know. We compete on evidence - what a candidate has actually done under pressure, tested against a definition of winning your team wrote down before the search opened. GuideSelection™ is the 6-Step Performance Engine™ applied to recruiting. It defines winning, tests identity and behavior against it, and protects the standard through feedback and the decision.
It’s why 85% of our placed candidates are still performing at 24 months, and why 60%+ of the Fortune 500 have used Qualigence since 1999.
WHAT WE INSTALL
Role-specific retention measure
Define what retained and performing mean for the role, name the owner, and use the same standard at intake and during integration reviews.
Tolerance and Standards dimensions
Two of the six dimensions in the Selection Discipline Diagnostic measure exactly where your process lets compromise creep in - the 'strong enough, let it slide' moment that predicts turnover at 18 months. Score yours.
Score your tolerance dimension →90-day integration plan
The hire is one decision. Integration is where you confirm it. A written 90-day plan against the definition of winning gives you early signal - the kind that lets you intervene before the exit interview.
Take the template with you
The Definition of Winning Template. Free, no form.
THE PLAN
Request a strategy call - bring the role, the market, or the problem.
We run it through the engine - research first, evidence over opinion, a standard that holds.
You get performance - not activity reports. A hire still delivering at 24 months.
Every retained search carries a written replacement guarantee - and if the honest answer is that you don't need us, that's the answer you'll get.
Keep deciding on opinion and the market keeps charging you for it - the stalled req, the quarter of carry, the restart. Or put evidence under the decision.
QUESTIONS
Why does retention keep failing despite engagement programs?
Because engagement programs treat the symptom. The cause is usually a selection decision made at hire - the wrong person in the role, or the right person in the wrong environment. Behavior under pressure is a function of who you hired, not what you offered them after. You can't engage your way out of a selection error.
What's the relationship between structured hiring and retention?
Direct. When you hire against a written definition of winning - behavioral standards, outcomes at 90, 180, and 365 days, the pressure conditions the role will create - you know within 90 days whether the hire is on track. Early signal lets you intervene. No written standard means no early signal, and no early signal means you find out at the exit interview.
Can you predict which hires are flight risks before they resign?
No hiring process can predict every resignation. A written integration plan can surface role confusion, manager misalignment, and performance gaps early enough for the team to respond.
What's a realistic retention target for a disciplined hiring process?
Set a role-specific target using your own baseline and define what counts as retained and performing. The useful discipline is to assign an owner, review the same criteria after the start, and act on the signals.
Fix turnover where it starts - the hire.
34 questions. About fifteen minutes. A scored read of where your hiring breaks.
