Believe it or not, up to 20 percent of employee turnover happens in the first 45 days after a new hire comes on board.
So if you’ve ever experienced a new hire who decided to bolt after just a few weeks on the job, that’s not a unique problem.
If new hires arrive and find an underwhelming or unwelcoming environment, many simply leave: a costly and morale-draining loss.
However, you can make the new hire experience successful with these eight steps.
Make Day 1 Special
Set up lunch with a senior team member. Arrange introductions and informal meetings with members of the team, start training, and provide a tour of the office or building.
Consider fun, active ways to welcome a new hire (even if it involves a cheesy song).
Onboard Before Day 1
To keep the new hire from spending their first day filling out pages of forms, ask them to fill out the papers before they arrive. Also provide tips on places to eat and information on transit and parking.
Let the Team Know
Notify team members of the employee’s start date and provide details on the employee’s role, bio and why they were hired. Within the first few hours of the candidate’s first day, send an email to the team or entire company to let everyone know how excited the company is to have him/her!
Prep Their Desk
It may sound obvious, but make sure the new hire has a fully equipped, comfortable desk, an access card, all of the account information they need, a working phone (if applicable), and a list of contacts.
Set a Three-Month Schedule
Set a two-week schedule of shadowing opportunities, training, meetings with important stakeholders and one-on-ones. Additionally, plan a calendar of training and development for the next three months.
Discuss the Culture
Arrange a chat in the first week to discuss expectations around office conduct, work hours, social media use, CSR initiatives and any other important issues that will provide a clear sense of your culture.
Make Meetings Interactive
As often as possible, ensure all meetings include a discussion that encourages an exchange of ideas. This way, the employee starts contributing their expertise on day 1, feels valued and begins to learn what it’s like to be a part of the team.
Develop Career Mentorship
During the first six months, help facilitate mentorship meetings between the new hire and a more senior employee. The mentor should become a resource to empower the employee’s goals to advance in the company, since worries about career advancement is the #1 reason people leave their jobs.
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Gainor Staffing has literally written the book on how to attract and retain top talent. It’s an eBook called Insider Tips to Source, Impress & Hire Top Talent.