How to devise interviews to prevent mismatches after joining the company? - Key points for recruitment design to reduce turnover rates

Natsue
Sep 5, 2025
3 min read

Introduction

For Japanese and American companies recruiting in the United States, employee turnover shortly after joining the company is a major issue. It not only increases recruitment costs, but also impacts on-site workload and team morale. In many cases, the cause of employee turnover is a "mismatch before joining the company." Designing an interview process that assesses not only skills and experience, but also values and desired work style will lead to a lower turnover rate.

1. Points to look for in an interview

Interviews are not just a chance to check your skills. In the American workplace, especially, cultural and value matching is also important.

Check not only skills but also values . Examples include how to make decisions in a team, desire for flexibility in work style, career vision, etc.
Check compatibility with the workplace By introducing short, casual interviews with team members and immediate superiors, you can quickly identify any incompatibility.
Checking problem-solving ability and stress toleranceWe will assess how you handle work-related stress and difficulties by asking about case studies and specific past experiences.

2. Innovation throughout the hiring process

It is important to design the entire recruitment process to prevent mismatches, rather than making decisions based solely on the interview.

We conduct multiple in-depth interviews, with different interviewers for each role, to assess skills, culture, and behavioral characteristics from multiple angles.
Casual employee interviews : Chat with employees and tour the office to give candidates a real experience of the work environment.
Introducing realistic work experiences Job simulations and one-day experiences allow candidates to get a feel for the actual work they will be doing, reducing the gap after joining the company.

3. Key points for accurate candidate introductions

It is difficult for recruiters to vet all candidates through interviews, which is where using a recruitment agency like Tellus Recruiting can help.

Improve accuracy through pre-screeningTellus Recruiting interviews candidates in advance to determine their skills, experience, values, and desired working style, and checks the degree of match with the company.
Reduced Burden on the Recruiting Team By introducing candidates who have been screened before the interview, recruiters can improve the quality of interviews and significantly reduce mismatches after joining the company.
Optimized for Japanese and American companies in the US Whether the position requires Japanese support or an English-speaking environment, we can introduce the best candidates to fit your company culture.

4. Collaboration with onboarding

Not only matching at the interview, but also follow-up after joining the company directly leads to lower turnover rates.

Early follow-up: We conduct regular interviews and one-on-one meetings for one to three months after the candidate joins the company to quickly identify any issues the candidate may have.
Utilizing the Mentor System By assigning mentors to whom new employees can consult, we can prevent them from feeling isolated and increase the retention rate at work.

summary

In the American workplace, differences in culture and values can be a major cause of employee turnover. By taking measures throughout the hiring process, such as in-depth interviews, multiple interviews, casual meetings with employees, and work experience, it is possible to prevent mismatches after joining the company. Furthermore, designing the hiring process with onboarding in mind will lead to long-term retention.

Tellus Recruiting introduces highly qualified candidates to companies through pre-screening. We provide a system that reduces the burden on recruiters and minimizes mismatches after joining the company. We highly recommend it to companies that want to increase their chances of successful recruitment.