As recruiters, we always see unnecessarily high turnover rates. We see new hires get frustrated that no one is guiding them or "showing them the ropes."
This is a hiring pandemic that has spread as widely as COVID-19. The only difference is that everyone is working to correct the biological virus, but organizations are all neglecting this common hiring faux pas.
Here are our 10 tips for you to lower cases of new hire turnover rates:
Onboarding starts from the day a recruiter contacts the candidate! Recruiters are the first to represent your company to any new employee. How the present your organization will define whether or not a candidate is even tempted to apply.
Sending the offer letter needs to be respectful. The offer letter represents how much you value the candidate's experience and potential to add value to your organization. So do not cut corners and try to play games with the salary. (If your organization does not have the budget, don't waste their time).
Office space and tool setup. If you want the employee to be happy and impressed on their first day, then you need to have their laptop, email, desk space, office chair, and more ready for the candidate the minute the workday starts. (Moreover, if you want to see a quick ROI on the hire, then you have to provide the right tools from day 1).
Welcome Kit! Do not undervalue the importance of a well-thought-out onboarding starter kit. Things to include are a Letter from the CEO or founder, contact details for all the service departments, orientation schedule to meet with each department so the new hire can learn all aspects of your business, reducing time wasted on "figuring it out," an apple or a chocolate bar to express the energy they will need to get their job done well.
Involvement and Interaction. Assign a "battle buddy," which is someone in the department who volunteers to show the new hire the ropes and introduce them to key people related to their tasks and job.
Team Lunch on the first day! Have the department take the new hire out for lunch and create a non-work atmosphere for him/ her to get acquainted with the "peers."
Involve the senior management. Arrange a call with at least one of the senior leaders. This will allow the new hire to understand his/ her role from a greater perspective, and emphasize the importance of accuracy and timeliness.
NEVER, NEVER, NEVER SURRENDER! This onboarding can take 3-6 weeks. However, in full realism, to see the maximum potential of a new hire, you need 1-2 years. So stay persistent and patient with your new hire.
Collect feedback from the new hires' peers. This will be a great way for HR to stay up to date during the early stages of the professional, and social development of your hire.
Second chances are not a privilege, they are a right! Celebrate failure, but more so, show the new hires that it is ok to make mistakes as long as we learn from them. (when you penalize mistakes, you restrict freedom of speech, and instill fear, to be honest and come forth).
Needless to say, It has been a rollercoaster of a year. I am sure we have all learned that being patient with our teams/ employees is more valuable than anything else.
Have a great day!
Managing Consultant at SpartanSC