Finding, retaining, and ensuring a successful new hire begins with a well-thought-out hiring and onboarding process. It’s important a new hire feels welcome and “set up” for success.
In many cases, an employee may decide their future with a company early on, sometimes in the first few days or weeks on the job. Human Capital Institute (HCI) reports that up to 20% of all new hires resign within the first 45 days of their role – primarily a result of a poor onboarding or training process.
Here we review five key tips for ensuring a successful new hire — from initial recruitment and onboarding to post-hire communication and ongoing work involvement.
Know the Job and Responsibilities
If you are a manager or recruiter inside your company, it’s important to understand the function and purpose of the job you are recruiting for – skills, experience, education, industry, background, related experiences and what are the responsibilities of the job. Then you will be able to effectively communicate with the candidate what a “best fit” candidate/role looks like.
When it comes to effectively sourcing new hire candidates, maintain clear and concise dialog at a frequency that shows interest and respect. Candidates left in the cold communications-wise go elsewhere.
Conducting in-person meetings is ideal, otherwise, the next best choice is a video call. Have a list of questions ready and make interviews conversational.
According to an article from Clearance Jobs: “A recruiter who doesn’t understand job requirements is not effective in bringing in the right talent. The candidate also loses out if that knowledge is not communicated effectively.”
Target the Right Audience
There are many avenues, technologies, and techniques you can use when seeking candidates. To effectively target the right audience, go to where your candidates are – recruit high-density applicants from the right places.
Besides advertising on the traditional job boards and social platforms, your strategy may include sourcing among colleagues, professional associations, online groups, industry sources, niche job boards, or schools. At the end of the day, it’s all about finding quality candidates with the right education and experience required for the job.
Recruiting is oftentimes compared to marketing.
“Knowing your audience sets the foundation for an efficient and effective hiring process that attracts the best talent. Borrow a few tricks from your marketing team and do the work upfront to really understand what your ‘product’ is, what your ideal candidate looks like, and where you might be able to find them.” — Candie Fisher, President, Outdoor Fitness Group
Onboarding, Orientation, and Training
Number three on our list of how to successfully new hire is a biggie.
As we know, first impressions are everything and effective onboarding is more important than ever. When you onboard a new hire, it’s important they are immersed in the company culture from the start, because that can truly make or break the experience for a new hire.
Below is a fairly comprehensive list of items you should include and/or review in your new hire onboarding process:
- Orientation: Welcome and company background
- Training: On the job and safety
- Team introductions: Leadership and colleagues
- Facility tours
- Compensation and benefits
- Tools, technology, and equipment
- Advisor or mentor: Recommended to have a peer to bounce questions off of
- Reporting structure
- Goals: Review short and long-term goals
Onboarding does not have to have a time limit, but on-the-job training (OJT) should be a continuous activity and is typically recommended through an employee’s first 90 days. We have found a mix of formal training – classroom, eLearning, and LMS programs (learning Management Systems) and OJT work best.
Paylocity sums it up well on the importance of onboarding: “A new employee is only new once, which means you have only one opportunity to welcome them to your company. These first interactions are crucial to building a foundation of trust and goodwill.”
Follow-up
Your job doesn’t end once a new hire has started working.
Take time to set up quick check-ins to find out how things are going for the employee. Ask open-ended questions such as, “What do you think of the job so far?” and “Is there anything we can do better?” Don’t hesitate to maintain close follow-up with the new hire for a period of time. Attention and dedication can go a long way.
Managers should foster regular communication with their new hires. Check-ins and 1:1 (one on one) meetings can extend through the first year of employment. Having 30-, 60-, and 90-day reviews is recommended for some positions or responsibilities.
Holding regular meetings allows a new employee to feel more supported – a key to retention. It also allows them to share feedback and advise you on what you’re doing well and what areas can be improved upon.
Increased responsibility
You want to provide an opportunity to expand a new employee’s skills and experience – that’s a win-win for the employee and employer.
It’s easy to become stagnant and bored in a job, especially once you’ve learned the ropes. In some cases, the excitement and challenges of a job may wane, which is why you should keep things fresh and interesting. Find out from the new hire where their skill sets are, and based on their strengths and interests, you may be able to provide them with new tasks and responsibilities.
Employees love to be involved in process improvement and decision-making. This helps to foster an open and creative environment where ideas are welcomed and appreciated. When employees feel they are making strides and accomplishing their goals, they are more likely to remain loyal to the organization — again, improving retention.
Ensuring A Successful New Hire – Summary
Investing time in onboarding, training, and ongoing communication with new employees is the best way to keep turnover low and keep your return on investment high.
When you have a solid new hire process, you’ll increase morale and a sense of belonging — fostering an environment where employees are more productive, engaged, and committed and providing an environment where you can ensure a successful new hire.
At SURESTAFF, our team of tenured recruiters boasts 20+ years of experience. Click here to learn more about the comprehensive direct hire, search, and placement services.
To learn more about the Surestaff difference and how we will reduce recruitment overhead cost and improve retention, CONTACT US: Your Success Is Our Mission! sure-staff.com | DH@sure-staff.com | 630-483-1600
About the Author
Kim is a seasoned content marketing professional with over twelve years of corporate communications experience. Her sweetspot is with
creative writing both short and long-form. She has a proven track record working with IBM, Jackson Healthcare, and Walt Disney World, among others. Kim is a singer and actress and has been performing on stage and screen her entire life and has a great passion for TV and film production. Connect with Kim on LinkedIn.