A regional accounting firm recently noticed a pattern. They were hiring skilled professionals — people with the right background, certifications, and references, but several left within their first six months. The feedback was consistent: unclear expectations, limited connection with management, and uncertainty about their role. Stories like this occur far too often and highlight a common misconception in hiring. Bringing someone on board is not the finish line; it’s just the start of retention.

Financial Reality Behind Early Turnover

Turnover is not just inconvenient, it’s expensive. According to Gallup, an American multinational analytics and advisory company, replacing leaders and managers costs around 200% of their salary. The replacement of professionals in technical roles averages 80% of their salary, while frontline employees cost roughly 40%. These numbers reinforce one truth: retaining the right people is far more cost-effective than replacing them.

Yet many organizations unintentionally create conditions that push strong hires away. When new employees experience disorganization, inconsistent communication, or limited support during their first few months, engagement drops quickly. The result is a preventable loss of both talent and financial investment.

What Effective Onboarding Actually Looks Like

True onboarding is a structured, intentional process that connects new employees to the purpose of the organization. It goes beyond handing out login credentials, benefit enrollment, or reviewing policies. The most successful companies integrate onboarding as a continuation of the hiring process, ensuring new hires transition smoothly from candidate to contributor.

Practical ways to achieve this include:

• Early preparation. Send key materials before the first day to help employees feel prepared and welcomed.
• Clear performance expectations. Define success upfront and align it with measurable goals.
• Consistent manager involvement. Regular meetings with direct supervisors during the first 90 days build confidence and reduce uncertainty.
• Team integration. Introduce new hires to peers, cross-functional partners, and leadership to strengthen relationships.
• Feedback loops. Encourage two-way communication so concerns are addressed before they grow and fester into disengagement.

Each step reinforces the message that the organization values its people and is truly invested in their success.

How Hiring and Onboarding Intersect

The onboarding experience begins the moment a candidate accepts an offer. Hiring managers who communicate clearly during this period create a smoother transition and a stronger first impression. When companies align hiring strategy with onboarding readiness, they protect the investment they’ve already made in recruitment.

Strong alignment between these stages also reduces mismatched expectations. When new hires understand the firm’s goals, culture, and workflow before they begin, they are more likely to stay engaged and contribute meaningfully from the start.

The Broader Business Impact

Intentional onboarding improves retention, but it also strengthens organizational culture. Employees who feel supported early on are more likely to advocate for their employer, take initiative, and contribute to long-term growth. It’s a compounding effect — engagement drives performance, and performance sustains retention.

At Excel Partners, we see this dynamic play out across industries and all levels of employment. When companies take the time to structure onboarding thoughtfully, they not only keep top performers longer but also create a stronger foundation for future hires. A well-prepared environment allows great talent to do great work.

Every successful hire begins with the right fit and continues with the right support. Contact us today, and let’s connect you with exceptional, right-fit talent.