Do you ever find yourself looking at a stack of resumes and thinking: I just love the hiring process. It’s the best part of my job!
No? We didn’t think so.
When you think about the high costs of recruitment and training, even losing one qualified employee can be a huge setback. On top of that, that time spent on candidates is time not spent on clients, so the setback causes a ripple effect that can shake an entire organization.
The solution? You need a new hire, the right hire, with a set of skills and industry knowledge to hit the ground running. Sounds like a dream, right? It doesn’t have to be. Developing an efficient, effective and strategic onboarding process will not only help close the gap between candidates, but it will keep your company driven by forward momentum.
4 Success Strategies for Onboarding New Employees
Get through the heavy stuff first, but make sure the information sticks. During this stage of the onboarding process, new hires fill out their legal paperwork, review and understand company policies, sign no compete clauses, if applicable, and get a run-down of all the rules and regulations they will need to follow.
Take the time here to make sure employees, both permanent and temporary, understand their job duties. Clarify the objectives and goals of their position, while also letting them get their hands on any equipment, software or hardware they will be working with. Let them explore these devices while reviewing examples of the best work done in the department or by those who held this position in the past.
In order for a new hire to start at full steam, they must learn how they fit in with daily life in the workplace. All new employees come in with a sense of anxiety, not just about their new role, but also about their new co-workers. Go over some of the organizational norms, explain the chain of command, share the perks and values, but also emphasize the challenges. Allow the employee to ask candid questions; the more open you are, the more comfortable he or she will feel at the start.
Team up a new hire with several current employees for tours, lunch and additional training. Establishing a mentor program is one of the most useful onboarding tactics out there. This connection not only creates a comfortable start, but it also gives your new hire someone to go to (besides you) when needing clarification. These personal relationships and professional networks are essential for establishing successful, long-term employment.
Many studies show that new employees decide whether or not to stay onboard within the first six months. Those same studies also show that half of senior outside hires fail within 18 months.
So when one of your hourly employees quits, without notice, right as your best team lead goes on maternity leave, remember you don’t have to deal with this alone. Partnering with a staffing firm like Malone Solutions can save you time and money by finding you the best candidate and maximizing their skills with a successful onboarding strategy.