30% of new hires in our support team leave within 90 days. How would you investigate and fix this from the recruiting side?
What the interviewer wants to hear
- Analyse data by source, manager, shift and profile
- Run exit and stay interviews
- Check if the job preview matches reality
- Adjust screening for real job demands
- Work with onboarding and managers on fixes
Model answer
I would start with the data: split early leavers by source, recruiter, manager, shift, location and candidate background to find patterns. Then I would talk to people, running exit interviews with leavers and stay interviews with those who remained, to learn what surprised them. Often the job is harder than the ad suggested, for example night shifts, call volumes or strict targets. In that case I would add a realistic job preview, like a short video of a real shift or a job shadow, so people can opt out early. I would adjust screening to check for the real demands, such as shift availability and handling difficult calls, using a simple role-play. Some causes sit outside recruiting, like onboarding or managers, so I would share findings with them and track 90-day retention by cohort monthly.
Can you answer it under time pressure?
Take a timed hard round and get scored on every answer.
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