Author: Victoria Cohen
Talent retention begins from day one. A structured, engaging onboarding process is a vital aspect of hiring new employees – boosting their confidence and productivity levels, and it also sets the trajectory for employee retention and reduces the burden of turnover costs.
22% of turnover occurs due to new-hires leaving within the first 45 days
4% of employees leave their job after the first day
Successful onboarding results in a 50% increase in employee productivity
Below are five tips for creating a successful onboarding process that will leave your new hires engaged in their new role at your company.
Starting a new job can easily lead to first-day jitters, so take the opportunity to showcase your company culture and make them feel welcomed before their first day! Here are some ways to make your new hire feel excited about their first day:
Preparations for onboarding should begin before the first day and are critical to setting your new employee up for success in their new role at your company. Contact IT, Payrolling, and Operations to begin the set-up for your new hire’s essentials.
Throwing a new hire into a role without a schedule or designated orientation will likely cause them to feel overwhelmed and uncomfortable. Create an appropriate schedule to orient them to your team, and your company. The time required for this will differ from company to company, but we recommend creating a schedule for them to follow for at least their first week on the job. Below are some great ways to fill these time-blocks to help orient them to your company:
Once the new hire is set-up with their workspace, understands their role, and has been orientated to your company’s mission and culture, it’s time to test the waters. Hand them a first project to help them get adjusted and make sure to check-in to support them with any questions or assistance they may need.
Onboarding a new employee often takes up to 6 months (and sometimes longer!) for them to get adjusted to their new role and your company.