Can Employee Turnover Be Prevented Through 'Genetics'? A Verification Project Launches with 100 New Hires

In an era where approximately one in three new employees leaves their job within three years, a new initiative is leveraging genetic testing to address 'self-perception gaps,' which are considered a primary cause of this trend.

KEAN Health Inc. has launched a verification project to visualize the traits of new employees at the genetic level and apply these insights to onboarding. The company is now accepting applications from participating organizations.

Background: The Current Situation Surrounding New Employees

Early turnover of new employees has become a significant management challenge for companies. According to the Ministry of Health, Labour and Welfare, the turnover rate for university graduates within three years exceeded 30% in 2022 (*1).

*1 Source: Ministry of Health, Labour and Welfare, 'Turnover Status of New Graduates (Graduates of March 2022)' (2025).

While many companies are implementing measures to improve retention rates, many report uncertainty regarding which strategies are truly effective.

Early turnover is often linked to individual personality traits, such as how one adapts to new environments, perceives stress, and builds interpersonal relationships.

It is becoming increasingly clear that these traits have genetic predispositions. Focusing on this, we have planned a verification project to support onboarding through genetic testing.

The Relationship Between Genetics and Personality Traits

Recent research has revealed that approximately 30–60% of personality traits can be explained by inherent tendencies (genetic factors).

While traditional personality tests and stress checks measure one's 'current state,' genetic testing clarifies one's 'inherent tendencies.'

By understanding their inherent tendencies, individuals can recognize their own potential and identify gaps between their current state and their natural inclinations.

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