The job market has become fiercely competitive, a trend further intensified by widespread layoffs across various industries. On platforms like LinkedIn and Blind — an anonymous network where employees share insights and grievances — certain patterns have emerged. Job seekers, especially those fortunate enough to receive offers, often face tough decisions and turn to the Blind community for guidance through polls. Some struggle to land an offer, growing increasingly discouraged. Others accept jobs out of necessity, but remain unsatisfied, continuing their search for better opportunities. A notable number experience new hire’s remorse, or shift shock, soon after joining a new organization.
Understanding New Hire’s Remorse and Its Impacts
New hire’s remorse, or shift shock, is the dissatisfaction that employees feel after starting a new job. This feeling typically surfaces once the initial excitement of the position and the adrenaline rush of the interview process fade. Peter Horvath explains that new hire’s remorse occurs when an employee realizes that a job isn’t the right fit, or is drastically different from how it was described during the hiring process. Source: New Hire’s Remorse: A Review and What to Do About it — Part I.
This phenomenon is alarmingly common. A 2022 survey by The Muse found that 72% of 2,500 respondents reported experiencing shift shock. Source: 72% of Muse Survey Respondents Say They’ve Experienced “Shift Shock.” Additionally, Workamajig, a project management software provider, identified shift shock as one of TikTok’s top 10 workplace trends in 2023. Source: What is Shift Shock? According to Matthew Warzel, president of MJW Careers LLC, shift shock can result from changes in job roles, company culture shifts, or altered work processes. It often arises when the hiring team presents an overly optimistic picture of the job, leading to a mismatch between an employee’s expectations and the reality of the role. Source: What is Shift Shock?
The interviewing process has become increasingly lengthy and challenging, with employers adding multiple steps — phone screenings, in-person interviews, panel discussions, presentations, and assignments — to ensure they make the best hire. Candidates, in turn, invest significant time and resources in preparation. However, for new hires, the emotional toll of this rigorous process is compounded when they experience shift shock, leading them to quickly leave their jobs, engage in job hopping, or even return to previous employers as boomerang employees. As Ryan Joseph Kopyar, a licensed counselor who focuses on psychology and personal development, notes, the discrepancy between a job’s description and its reality “can leave employees feeling jaded, deceived, and as if their time has been wasted,” resulting in high turnover rates for employers. Source: What is Shift Shock?
The Cost of Shift Shock to Employers
The financial impact of shift shock is substantial for employers. The average cost per hire is nearly $4,700, but many estimate that the actual cost of hiring can be three to four times the position’s salary. Edie Goldberg, founder of E.L. Goldberg & Associates, estimates that 30-40% of hiring costs are hard costs. In comparison, the remaining 60% are soft costs, including the time managers and leaders spend on HR tasks during the hiring process. When these are added to the hard costs, the overall expense of recruiting can skyrocket. Ankit Shah, the supervisor of talent development at Columbus State Community College, points out that when professionals are engaged in hiring activities, it diverts time away from achieving organizational goals, directly impacting return on investment (ROI). Source: The Real Costs of Recruitment.
Mitigating the Risk of New Hire’s Remorse
The repercussions of a bad hire or shift shock can be costly for both employers and employees. The human costs are considerable, contributing to an already stressed system when a new hire resigns. Candidates can mitigate the risk of shift shock by thoroughly evaluating a company before accepting an offer. This includes researching the company on platforms like Blind and Glassdoor, speaking with current or former employees, and ensuring the company aligns with their personal and professional goals. Asking detailed questions about the role and team can help clarify expectations, and candidates should be prepared for the worst-case scenario. Trusting instincts and paying attention to any red flags are crucial. New Hire’s Remorse: A Review and What To Do About It — Part II.
For companies, transparency is critical. Presenting an accurate picture of the job is essential to setting realistic expectations. Trust is the currency, and candidates will not hesitate to criticize an untrustworthy company. New Hire’s Remorse: A Review and What To Do About It — Part II.
Over the years, I’ve relied on the 5Ps framework to vet companies and ensure alignment with my own principles. The 5Ps — Purpose (why they exist), Positioning (how they compare to competitors), Personality (their brand voice), Promise (the benefits they deliver), and Point of View (how they see the world) — have helped me conduct thorough research and clarify my priorities. Often, I piece together a company’s 5Ps from its recent major decisions to assess alignment with my principles. Most importantly, I seek evidence that they truly “walk the walk” rather than merely “talk the talk.”
To echo Warren Buffett’s sentiment: “You will move in the direction of the person you associate with. So it’s important to associate with people who are better than yourself.” Warren Buffett Says This Is the Most Important Decision You May Ever Make. While Buffett was referring to choosing a spouse, I believe this principle should extend to our professional lives. Since we spend most of our time at work, choosing the right colleagues and work environment is nearly as crucial as choosing a spouse.
