Many new hired so-called "Dialoguers" (fundraising employees working in public areas) terminate their employment contract after their first days of employment. This is a crucial cost and time factor for Corris. Therefore, the authors searched for measures to reduce the contract termination rate of new hired Dialoguers.

To determine possible solutions to this problem the authors applied different methods. First, surveys were evaluated and data from former short-term employees and current employees were compared. The relevance of the data was highlighted with relevant literature. Second, the authors went through the hiring process themselves, and were able to make first-hand observations of the employment process.

Different factors lead to employee turnover. In Corris' case, recruitment proccesses can be improved, work-life balance needs to be ensured and engagement and motivation need to increase. Possible solutions that can be implemented were proposed in the bachelor thesis. To increase job fit and ensure motivation, Corris' should gather more information about the candidate during the application and interview process. Furthermore, the whole process should be organized more obligatory. To increase engagement and motivation the need of the job should be made clear to the candidate. This can be done during the employment process and training sessions. Furthermore other measures like testing frustration tolerance, the need of training, improving work-life balance and the importance of employee surveys are closely described in the thesis.