Like throwing you new employee a life belt, a good onboarding process can save them,
Almost half of new hires for small and medium-sized businesses take two to three months to integrate into their roles. This was just one of the findings in a recent study
For employers, the most worrying news is that 16% leave within twelve months of joining. A further 35% struggle to achieve the expected levels of productivity without extra support. 
One employee we spoke to said: “You accept the job on the basis of your interview but often you don’t see the person who interviewed you again. When you arrive, there aren’t any handover notes, logins or instructions. Nobody has time to explain anything to you. There probably isn’t even an up to date job description. 
“You have to work out what the job is and how to do it alone, which takes a lot longer than it needs to. You might have a probation period of three to six months...which is an awfully long time to be perpetually confused and ineffectively managed. 
“It affects your confidence and your motivation. You feel as though your employer doesn’t take you or your job seriously, so inevitably you start to look for a job somewhere else.” 

Evaluating skills 

Almost nine out of 10 businesses surveyed said they wanted to match candidates’ skills with business needs. However, the study found the majority weren’t happy with their current methods of evaluating candidates’ skills. 
The cost of mis-hiring a candidate involves more than just the financial impact to your business. There’s wasted effort, frustration and an unfilled vacancy to consider too. Overall, it can amount to five to 27 times that person’s salary. One US recruitment agency created an online calculator so you can work it out (just substitute £s for $s). 
Employers are looking to new technology, particularly artificial intelligence (AI), to refine job specifications and candidate evaluation. However, from sourcing and screening candidates to conducting interviews, finding suitable new employees is an art and a science. AI can automate and simplify many tasks to save time and resources but making good choices still requires human input. This is where a recruitment agency can help you define your needs and attract the right candidates. 

Good onboarding practices 

Once you have chosen a candidate and they have accepted your offer, your next step is to manage their onboarding process. This gives you the best chance to make sure they are motivated and quickly become productive team members. Good onboarding practices include: 
Preboarding. You can give your new employees information before they arrive to help them understand your business and their role. You can even tell them about the key people they will meet and the support they will receive. You can do it my email, but a letter to their home address is more reassuring. 
Documents. Don’t leave your new team members to find all the relevant documents for security, pay, staff benefits or pensions. Provide them with the right paperwork and make sure someone explains it all on their first day. Making a good first impression is important, so make sure their name badge (if needed), passes and email addresses are ready. Give them their copy of your employee handbook and some time to look through it. 
Introductions. Individually introduce your new employee to the people who will help them settle in. Make sure everyone knows what’s expected and where key information is found. 
Buddies. Not all new employees need formal training but they will need someone who can explain anything that isn’t clear. Choose a buddy who can be a role model for their new role. Make sure the buddies you choose have time to provide helpful support. 
Wrap up the first day. Allocate time to touch base with your new employee at the end of their first day to make sure they feel welcome. You can tell them what to expect next and what they should aim to achieve and when. If they have any concerns make sure they feel you take them seriously. Most of all, make sure you live up to your promises. 
Be realistic. New employees take time to learn their role whether their just starting their career or are senior managers. Give them time to explore and ask questions and confirm they’re ready to take on their full responsibilities. Regardless of whether there’s a probationary period, make sure you keep in touch with short but helpful performance reviews. Be sure to ask for feedback about how the whole process is going and make changes when improvements are possible. 
Good onboarding practices help new employees become productive quickly and smoothly. You’ll improve your retention rates and increase productivity. 
Ascendant Recruitment is now in its 22nd year. We’ll use all our knowledge and experience to help you find the best candidates and build productive relationships with them. 
Please get in touch to discuss how to improve retention rates for your new employees. 
Share this post:
Our site uses cookies. For more information, see our cookie policy. Accept cookies and close
Reject cookies Manage settings