DP [On]™ 2025: 39.2% of permanent hires fail to convert into integration within 12 months

PARIS - Feb. 10, 2026 - PRLog -- — DP [On]™ 2025 (Onboarding Diagnostic & Performance), built on official French social data (Dares - Department of Labour), reveals a structural productivity issue: 39.2% of permanent hires (CDI) in France do not convert into effective integration within 12 months.

At this level of early exits, the issue can no longer be framed as a collection of individual cases or hiring "mistakes." It raises a broader organizational question: how effectively do companies govern the real job start and integration phase? Beyond formal onboarding programs, integration outcomes are shaped by workload allocation, available resources, operational trade-offs and day-to-day managerial practices.

DP [On]™ does not assess compliance with HR processes or onboarding journeys. It measures an observable outcome: whether a permanent hire becomes effectively integrated at the 12-month mark. The indicator is based on objective events—exits during trial periods and resignations within the first year—and relies, at national level, on official public data. At company level, it can be replicated using standard administrative HR data and HR information systems to identify organizational risk areas by role, site or hiring channel.

A collective productivity signal

Unlike approaches focused on employee engagement scores or perceived onboarding quality, DP [On]™ highlights a collective steering challenge. When close to four out of ten hires fail to integrate within a year, the response cannot be limited to individual accountability or procedural adjustments. It requires early alignment—within the first weeks—between hiring promises and the operational reality of the job.

This framing helps move beyond a blame-driven narrative and positions onboarding as an organizational performance issue that must be governed, not merely administered.

From measurement to action

The purpose of DP [On]™ is to support concrete management decisions: clarifying expectations for the first 90 days, securing realistic workload conditions, strengthening managerial support and making explicit resource trade-offs. In this perspective, every euro invested in onboarding management can prevent several thousands euros of waste, through reduced early turnover and more efficient use of employment-related support mechanisms.

Full press release, methodological appendix and official visuals:
https://scyllage.com/dpon.html