Let’s be honest.
Recruiting in 2025 has become a real headache. You finally find a good candidate, and they leave after three months. You spend weeks sorting through resumes, only for the “ideal” employee to quit after six months. The result? You lose time, money, and your team pays the price.
Each departure can cost you an average of $30,000 to $100,000, and it takes an average of 42 days to fill a position. In a labor shortage, every talent you lose becomes an opportunity for your competitors.
You want to stop the bleeding? Here are three strategies that truly make a difference.
A rock-solid onboarding process
69% of employees stay for at least three years in a company when they’ve had a structured onboarding experience. (Source: SHRM)
You hire a motivated employee, eager to give their best… but if they are poorly welcomed, have no clear objectives, and no structured plan, they will quickly question their decision. The result? They start looking elsewhere as early as the first month.
A good onboarding process includes a clear 30, 60, and 90-day plan, a dedicated mentor, accessible resources, and an initial review after seven days. Yet, 90% of employees want it, but only 20% of companies actually implement it.
If your onboarding is weak, your recruitment is already at risk.
Conduct monthly evaluations
74% of employees leave their jobs because they see no career advancement opportunities. (Source: Gallup)
An employee who sees no future in a company won’t stay. Many businesses think evaluations are only about performance. In reality, they help identify employee motivation and create real career growth opportunities.
A well-structured monthly evaluation sets clear objectives, identifies career development opportunities, and highlights achievements.Employees who have a clear growth plan stay twice as long in a company. If you don’t show them a future with you, someone else will.
An employee who feels they are growing does not look elsewhere.
Provide continuous feedback
43% of highly engaged employees receive feedback at least once a week. (Source: Harvard Business Review)
An employee who never gets feedback will eventually disengage. They don’t know if they are doing well, if they are useful, or if they are progressing. And when they start feeling invisible, they look elsewhere.
Feedback should not be an annual review, an occasional “well done,” or poorly delivered criticism. It must be frequent, balanced between recognition and improvement, and structured to maintain engagement.
An employee who feels heard and valued does not leave.
You want a recruitment process that lasts?
That’s where Agence Carrière comes in. Unlike a traditional HR strategy, we don’t just post job ads and wait for resumes. We actively hunt for the best talents, those who don’t apply on LinkedIn or Indeed. We find highly qualified and engaged candidates, who truly fit your company culture. But most importantly, we help you keep them.
Our approach includes a structured onboarding process, rigorous follow-ups after 1 week, 1 month, and 3 months, and proactive alerts in case of disengagement signals. And with our 90 to 180-day guarantee, you hire with confidence: if the employee leaves, we replace them for free. Recruitment is not just about filling a position. It’s about investing in the right talent who will actually drive your company forward.
Without the right approach, you will keep repeating the same cycle: hire, train… and lose. At Agence Carrière, we don’t just introduce candidates to you. We find the best ones, optimize their integration, and make sure they stay. Contact us today and start building a team that lasts.