In the world of talent acquisition (TA), the spotlight often shines on attracting the best and brightest. 

However, an equally important yet sometimes overlooked aspect is employee retention. While talent acquisition plays a vital role in bringing in new hires, it also shares the responsibility to retain them in the organization. This involves coordination between talent acquisition and HR to ensure a seamless transition from recruitment to retention strategies. 

Retention of top talent is a growing concern for companies worldwide. Losing an employee means losing out on potential leaders, incurring replacement costs, and disrupted workflow. And therefore prioritizing retention through talent acquisition emerges as a strategic imperative in the current competitive talent landscape.

Why do Employees Resign?

According to a Linkedin survey, 53% of employees say they’re likely to leave their current company by the start of 2024. Why do you think such a large portion are unhappy in their current roles?

Well, there is no one answer. There could be multiple reasons, including:

  • Lack of flexibility 
  • Lack of career growth opportunities
  • Unsupportive or toxic work environment
  • Lack of recognition and appreciation for contributions

A great deal boils down to an expectation mismatch. An employee decides to move on when they do not experience what they had been promised. A lot of these cases can be avoided if clear expectation setting is done at the time of interviews. Talent acquisition professionals must ensure that the candidate is well aware of their role, their roadmap, and the company culture in advance.

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How TA Can Help Improve Employee Retention

Know your team well

Understanding candidates on a deeper level and establishing a relationship is crucial for a TA employee striving for better employee retention. When you take the time to truly know the candidates, you gain insights into their motivations, preferences, and values. This understanding allows you to make more informed hiring decisions, ensuring that candidates are not only qualified for the role but also aligned with the company culture and values.

According to a survey conducted by Forbes, three in five workers said work-related stress caused them to have a lack of interest, motivation and energy at work. So, it becomes extremely crucial to clearly convey your expectations and work culture to the candidate so that they don’t  feel overwhelmed or misaligned with the company’s values and objectives. 

Building strong relationships with candidates throughout the recruitment process fosters trust and rapport. Candidates who feel valued and respected are more likely to accept job offers and also remain engaged once they join. This human-centered approach to talent acquisition strengthens the employer brand and enhances the overall candidate experience. All of this further contributes to employee retention efforts.

Recruit for the right skills

The job of a TA employee is to onboard candidates that can do the job they’re hired for. It is your responsibility to ensure the candidate you screen and take ahead are the right fit for the open role. And, what makes them the best fit? It is their current skill set and the appetite to learn and grow. 

Instead of focusing on shiny brand names in resumes, try looking for relevant projects and skills. Skills-based recruiting not only ensures a better fit for the role but also fosters employee engagement and retention in the long run. Remember, investing in candidates with the right skillset and a willingness to learn and grow can significantly contribute to the overall success of your team and organization.

Make internal mobility a reality

Internal mobility is the practice of allowing employees to move between different roles or departments within the same organization. This concept is great because of its positive impact on keeping employees engaged, motivated, and satisfied in their jobs.

When employees see a clear path for advancement within their current company, they are more likely to stay and not look outside for growth. This helps reduce turnover rates and the costs associated with hiring and training new employees.

Internal mobility also promotes a culture of continuous learning and skill development within the organization. Employees are encouraged to acquire new skills and knowledge, which not only enhances their value to the company but also increases their job satisfaction. 

Collaborate with HR

Talent acquisition teams play a pivotal role in shaping the end-to-end candidate’s experience. To ensure that the candidate gets a smooth transition into the company they must collaborate with the HR teams to plan a seamless onboarding program.

The candidate-turned-employee should not feel lost and overwhelmed after joining the organization. Statistics state that one-third of new employees quit after about six months of employment. This often happens because they do not see and experience what was promised during their hiring process. Talent acquisition and HR must work together to ensure a positive first impression, from guiding candidates through helpful resources to introducing them to teams and inviting them to company events, every detail matters. All these efforts ultimately impact employee retention. 


The fact of the matter is that retaining employees is as crucial as hiring them. And to achieve that, setting clear expectations and understanding the candidate’s needs are key. Factors like building relationships, recruiting for the right skills, enabling internal mobility, and HR collaboration are essential for long-term retention. It’s about creating a workplace where employees thrive and grow with the company.

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Why do people leave their jobs?

Employees often leave their jobs due to factors like limited growth opportunities, poor work-life balance, inadequate compensation, and benefits, as well as unhealthy work environments. Addressing these issues can help organizations retain top talent and improve employee satisfaction.

How can TA contribute to improving employee retention?

Talent acquisition can enhance employee retention by proactively nurturing candidates and building relationships. Getting to know candidates on a personal and professional level helps manage expectations and align them with the company’s culture, mission, and values. Proactive sourcing and candidate nurture programs play a crucial role in this process.

What role does skill-based recruiting play in employee retention?

Skill-based recruiting is highlighted as a significant factor in retaining top talent. Rather than focusing solely on brand names or current job openings, talent teams (hiring manager, ta employee, etc.) advocate hiring for skills and development potential. This approach ensures a better match between candidates and the actual requirements of the job, reducing early attrition.