In recruitment, there’s a lot of focus on placement.
Speed of hire.
Time to fill.
Number of CVs sent.
But very little conversation about what happens after someone starts.
In energy and telecommunications especially, the real measure of success isn’t how quickly a role is filled. It’s whether the person is still there six months later. A year later. At the end of the project.
Retention doesn’t happen by accident.
It Starts Before the Offer
People don’t stay in roles because a contract was signed. They stay because expectations were aligned from the beginning.
When contractors leave early or permanent hires don’t pass probation, it’s rarely about capability. More often, it’s about:
- Misaligned expectations
- Poor communication
- Unclear scope
- Cultural mismatch
- Engagement structure issues
Retention starts long before day one. It starts in the conversation.
What does the project really look like?
What pressures are there?
What isn’t written in the job description?
Being honest at this stage makes a difference.
Contractors Stay Where They Feel Secure
In regulated sectors, structure matters.
Contractors want:
- Clear engagement models
- Predictable payment processes
- Transparent contracts
- Confidence that they are compliant
Uncertainty creates friction. Friction creates exits.
When the framework is stable, contractors can focus on delivery. And when delivery is strong, extensions follow.
Retention in contract markets isn’t emotional. It’s structural.
Permanent Hires Stay Where There’s Clarity
For permanent hires, different factors apply.
They look for:
- Defined progression
- Realistic workloads
- Leadership alignment
- Cultural fit
- Stability in decision-making
The first six months matter most.
If onboarding is rushed or expectations shift quickly, doubt sets in. When there is clarity and consistency, confidence builds.
Retention is built on trust - not perks.
Relationships Change the Outcome
The biggest difference between transactional recruitment and long-term partnerships is continuity.
When candidates know their recruiter:
- Understands their career history
- Knows their working style
- Tracks their long-term goals
- Stays in touch beyond placement
They are more likely to move into roles that genuinely fit.
And when challenges arise, as they always do in infrastructure programmes, there is already a relationship in place to resolve them.
That stability reduces unnecessary turnover.
What 99% Retention Really Means
Retention statistics only matter if they reflect something real.
High retention isn’t about luck. It’s about:
- Honest conversations
- Clear structures
- Compliance from the start
- Ongoing communication
- Long-term thinking
In energy and telecommunications, projects are too complex - and too critical - for short-term placements.
People stay where they feel aligned.
They stay where they feel secure.
They stay where expectations match reality.
Retention isn’t a KPI. It’s a reflection of how you work.
