Struggling Retention of New Employees: Survey Results Revealed

In a rapidly evolving job market, Taiwanese companies are facing challenges in employee retention, particularly in the service and information technology sectors. According to Weber Chung, a human resources officer at 104 Job Bank, more than one-third of new hires leave within six months, and the six-month retention rate for new hires in the service industry has dropped to 59.3 percent.

To address this issue, Chung suggests that firms should fully disclose salaries and job responsibilities, improve onboard training, and assign dedicated mentors to new employees. These measures can help new employees gain a sense of accomplishment and feel more integrated into the company.

As technology continues to advance, AI skills are becoming a core competency across industries, particularly for human resources and marketing roles. Candidates for jobs in electronics, semiconductors, finance, manufacturing, and retail are expected to demonstrate proficiency with AI tools.

Taiwan has yet to see significant layoffs due to AI disruption, but employers are raising hiring standards, making AI skills a baseline requirement. To shorten recruitment cycles, companies can diversify their talent pools, such as hiring mid-to-senior-age workers or overseas students, which can reduce average time-to-hire by more than 20 percent.

Electronics and information firms can focus on enhancing task assignments to help employees settle into their roles. Moreover, using artificial intelligence to draft job postings and screen resumes for organisational fit can streamline the recruitment process.

However, talent development remains a challenge. According to a survey by 104 Job Bank, 73.3% of companies offer training programs, but 90.8% report difficulties. To improve retention, companies should reduce the learning burden, increase engagement, and continuously upgrade skills.

In addition, service providers can focus on improving workplace productivity, comfort, and overall satisfaction. Common issues include low voluntary participation, weak links between training and promotions or performance, and key employees leaving after receiving development opportunities.

Weber Chung also suggests using AI to improve the recruitment process. By analysing data on applicants and job openings, AI can help match candidates with the right roles and organisations more efficiently. This can lead to a more productive and satisfied workforce, ultimately benefiting both employees and employers.