Steps to Successfully Onboard New Hires and Reduce Early Attrition
You’ve implemented a talent acquisition strategy that assesses candidates’ skills, abilities and aptitudes and screens them against the competencies required for the job.
You’ve trained your interviewers to ask meaningful questions and assess nonverbal cues.
You’ve used an interview guide tailored to the specific job.
All done, right?
Many businesses invest a huge amount of time and money ensuring that they hire the right candidate for the job, but don’t think enough about the next step: How do you make sure your new employees get off to the right start?
You don’t want your new hires to arrive only to find out no one is there to meet them, they have no desk, and their computer is on its way from the supplier. While this is (hopefully) an exaggeration, when you don’t show your company is prepared for your new hires to start working, their first impression will be one of disorganization.
And after spending the time to find and hire these candidates, the last thing you want is for the positive image you created during the interview to crumble as reality sets in!
How to Onboard a New Employee
Having a great talent selection process ensures you will hire employees who are enthusiastic about the job and have the right skills, but a poor new-hire orientation experience can undo that work.
Here are some employee onboarding tips for giving a great first impression on new employees’ first day:
1. Set an agenda for the first week.
The first week is often the most difficult, since it incorporates training, introductions to bosses and coworkers, and routine HR processes such as filling out tax and emergency contact forms, issuing name tags and key-cards, and introducing workplace policies. Don’t keep your new hires waiting around in a conference room. Send your new employees an agenda before the first day with blocks of time for each step in the onboarding process. This sends them the message that you are invested in making their first week meaningful and reducing stress and uncertainty.
2. Tell them what to bring.
3. Gather your resources.
4. Set up workspaces.
According to The Wall Street Journal, “A bad or underwhelming start in a new role may lead to higher rates of quitting because many workers decide whether to leave or stick with a company in the early months.” This is true of employees in all kinds of businesses, but is especially important for businesses hiring in high volumes, because of the way discontent and confusion can spread throughout a class of new hires.
When one employee is distressed, confused, or feels that they’ve been sold a bill of goods (when in reality the problem is not the job itself but a lack of organized new-hire orientation procedures), they have a large pool of coworkers to who they can voice their opinions. Since your employees are also frequently your customers, especially if you are a telecom call center, a fast food chain or a hotel, their impressions of your organizational skills and respect for employees are important. This is your opportunity to show that everything you said in the interview about your company culture is true!
Make sure your candidates (and your leadership) are never underwhelmed by your hiring process. Learn how to plan, assess, interview and measure the success of your talent acquisition strategy by downloading your free copy of 5 Talent Acquisition Commandments for Every Productive Mass Hiring Team.
Topics: Competencies and Culture