We all know employee experience is key, but in 2025, with the whirlwind of change, it’s taking on a whole new meaning. And as a key driver of employee retention, it’s more important than ever for HR leaders to think through how to best support the workforce.
Stefani Steinway, senior vice president of HR for Equifax Workforce Solutions based in St. Louis, gives her take on some of the biggest factors influencing employee retention, and strategies for building a strong talent pipeline.
What are some of the biggest factors impacting employee retention in 2025?
While employee experience has long been a key driver of employee retention, I’m viewing it through a slightly different lens in 2025.
One reason is the amount of rapid change facing our society during the first few months of this year. This can be unsettling for some employees, as they deal with the tensions of everyday life and may even feel uncertain about the stability of the economy or their jobs.
As HR leaders, it’s important for us to foster an environment of regular, candid, two-way communication that can help enhance the employee experience, combat fear and support retention.
Another reason is the swift advancement of technology and the continued rise of AI. At Equifax, we’re building up digital fluency as a core competency among all employees. Of course, digital fluency may look different for a technical lead as compared to a salesperson or a customer care associate.
However, it still speaks to vital capabilities that our employees need to help support our clients and to grow in their careers. And when employees are able to leverage AI or other technologies to free themselves up from everyday tasks, it can provide for an enhanced employee experience and better support retention.
What role does speed to hire play in improving retention?
Highly qualified candidates typically have a limited window of availability. Given that these individuals are often in high demand, organizations that execute a more strategic, streamlined and efficient hiring strategy are better positioned to extend more timely offers, thus reducing the risk of losing top talent to competitors.
Not only does this help employers secure top talent, but it also conveys a sense of organizational efficiency and respect for the new hire’s time, which can contribute to increased job satisfaction and a greater likelihood of long-term employment.
HR leaders have long held that there’s a tradeoff between speed and thoroughness when it comes to researching job candidates. But when we collaborate with background screeners that forego manual research processes in favor of automated data solutions, we can often have the best of both worlds.
Research, such as an Equifax study involving 2,200 organizations, demonstrates that the implementation of pre-hire verifications of employment can have a positive impact on retention rates—with 60 percent higher two-year retention rates, for example.
Why does onboarding play such an important role in retention?
A strong onboarding program creates a more supportive and structured environment that helps empower new employees to succeed, often leading to increased job satisfaction and longer-term retention.
Onboarding establishes the foundation for a more positive and productive employment experience. When onboarding processes are clear, streamlined and employee friendly, the new hire starts off their work experience feeling more respected and valued.
An employee-focused onboarding process can also help significantly reduce the time it takes for new hires to become fully functional and contributing members of the team. This accelerated productivity not only benefits the employer but also boosts the new hire’s confidence and sense of accomplishment.
In addition, effective onboarding fosters a crucial sense of greater connectedness, integrating new hires into the company culture and team dynamics, which greatly enhances engagement. By clearly communicating expectations, goals and performance metrics, onboarding helps ensure better alignment with the company’s vision and values, providing a greater sense of direction and purpose.
By providing that near-term sense of connectedness and purpose, we can often lay the foundation for longer-term retention.
How can a good offboarding process enable a stronger talent pipeline?
A strategic offboarding process helps transform a potentially negative event into an opportunity for organizational learning, brand enhancement and talent acquisition. It extends beyond the simple administrative tasks associated with employee departure and significantly contributes to a more robust talent pipeline.
By conducting thorough exit interviews, organizations gain invaluable insights into the factors driving employee turnover, enabling them to better identify and address systemic issues that may be impacting retention.
Furthermore, a positive offboarding experience cultivates a favorable employer brand, leaving departing employees with a lasting impression that can help transform them into future brand advocates or even potential “boomerang” employees.
Maintaining connections with former employees also facilitates the development of a stronger talent network, providing organizations with greater access to a pool of qualified individuals who may be considered for future hiring opportunities.
