Not-so-fun fact: On average, one-third of new hires quit during their first six months. That includes your company’s new hires. Keeping in mind most employees leave because their day-to-day role wasn’t as advertised, because of a bad work experience, or because of a culture conflict, could the problem be with your company’s recruitment and onboarding processes?

Your new hires are quitting because…

You’re misrepresenting the job

False advertising: it’s the most common reason employees quit early. From the employment posting to onboarding to daily duties, at every step, the job needs to match how you pitched it. Imagine an employee’s (most unpleasant) surprise when they are hired and compensated as an administrative assistant yet are expected to do the work of an operations manager. On the flip side, imagine an employee who is hired as a game-changing operations manager but performs the duties of an administrative assistant. If the job requirements, responsibilities, and compensation don’t live up to the initial sale, your new hires will feel duped.

You’re ignoring cultural fit

It’s not enough to ask who is technically capable of doing the job—you need to ask who can get the job done the way your company does it. This is where company cultures comes in. (You are measuring your company’s culture, right?) Cultural fit is so important that a cultural mismatch is the top two reason new hires quit. Companies can teach the technical stuff; they can’t teach candidates to gel with the existing processes and personalities.

You’re misrepresenting company life

An honest snapshot of your company on a typical day, as well as a day working for the position’s immediate supervisor, can only help you find the best fit. A fast-moving extrovert will not do well in a meeting-heavy bureaucracy, and a measured introvert will not do well in a collaborative free-for-all. You don’t need to out every skeleton, but you may want to mention potentially deal-breaking quirks, such as “We have three-hour staff meetings on Fridays” or “We work in neighboring cubes but you can always hear a pin drop.”

You’re not trying to save new hires who want to quit

No matter how well you plan, some new hires will still quit early. It could be you made a bad hire, but more likely, the recruitment and onboarding processes created a mismatch of expectations that you might be able to fix before everything blows up. When a new hire says they want to quit, talk to them to find out what’s not working. Are the duties out of line with the job posting? Are relations tough with a coworker? You might be able to correct the mismatch or bring the problem to an agreeable solution so that the employee will stay.

In conclusion

Turnover happens. When your recruitment and onboarding processes set realistic expectations, you can attract and retain the best talent for the job requirements and the company culture.