Reducing Employee Churn with Successful Onboarding

However, in many cases, it can be the deciding factor between a new employee deciding to stay and grow with the organisation and leaving for a more suitable workplace. In fact, Employees with an exceptional onboarding experience are 2.6 times more likely to be satisfied at work.

What Poor Onboarding Practices Negatively Affect Employee Experience?

• Reliance on manual and paper-based recruitment can slow down the hiring process, delay onboarding and extend the time it takes for an employee to get embedded into their new role. This long process creates a poor experience for the new hires, the majority of whom expect a slicker, more modern process, which can be completed digitally.
• Unclear and slow communication between in-house recruitment teams, HR, hiring managers and even IT teams can leave the new starters confused about their schedule, responsibilities, expectations and ability to start in their new role due to delays in granting permissions and being set up on required systems. This lack of coordination can create anxiety and a poor onboarding experience, as the first few weeks in a new role can set the new joiner's outlook on what the rest of their time with an organisation will look like.
• Inconsistency in onboarding between different new joiners can create confusion, skill gaps due to missed training opportunities, all of which can unfairly disrupt the new employee’s ability to succeed in their role.
• Increased compliance and security risks due to incomplete documentation, missed policy acknowledgements, and incorrectly set up tools can all lead to compliance gaps and security vulnerabilities that the new starter may not be aware of. An effective onboarding process ensures that all legal, compliance and operational requirements are met when onboarding every new employee.

For more insights into the benefits of using an ATS for Onboarding and why Onboarding matters more than ever in 2025, read our recent blog ‘How Effective Employee Onboarding Helps You Retain and Empower Top Talent’.

Below are some of the highlights that B&M were able to achieve since implementing Eploy’s Applicant Tracking System:  

• From Sponsored Job Ads, where B&M were losing every single candidate, to now, where Sponsored Job Ads are not used at all. Data was key to this decision-making process.
• Recruitment is fine-tuned to hire more ‘right first time’ hires.
• Quality of hire has improved.
• Absence has improved by 47%.
• Employee churn has improved by 50%.
• Each site Onboarder now has the autonomy, process and tools to manage recruitment and onboarding. This has positively improved the high levels of turnover.

“Using the recruitment data available to us in Eploy, we started to understand our hiring status, sourcing channels' success and impact, patterns on people leaving, and what could be done to mitigate the risks and improve the recruitment process”. Chloe Lavery, Recruitment Partner - Supply Chain, B&M

B&M’s improved onboarding and recruitment processes has been noticed not only by its candidates, but also by the In-House Recruitment Awards, as a finalist in the Recruitment Innovation category.