What Candidates Won’t Tell You (But Told Us): New Jobseeker Research for Smarter Hiring | August 27, 2026 at 1 PM ET / 10 AM PT
Turnover in the first 90 days usually comes from a mismatch that should have been caught during hiring, unclear expectations going in, or onboarding that doesn't prepare someone for the actual job.
Skill or fit gaps that surface after hiring were often visible during the process, just not screened for.
New hires who don't know what the role actually involves are more likely to leave early.
Without a clear first weeks plan, new hires can feel unprepared and disengage quickly.
Even a strong hire can leave early if the day to day working relationship isn't a fit.
A meaningful share of it is, through better screening and clearer expectations before the offer.
Yes. A structured first few weeks measurably improves whether a new hire stays.
Beyond the cost of rehiring, it includes lost training time, lost productivity, and the time it takes to fill the role again.
Wizehire helps you catch mismatches earlier with structured interviews and DISC+ assessments, so fewer hires leave in the first 90 days.
If you want to reduce early turnover, Wizehire can help.
