Congratulations, you’ve made a hire! 🎉🎉🎉
Unfortunately, it doesn’t end there.
The on-boarding process is just as important. There’s lots of data out there showing a link between a poor on-boarding process and low retention rates. It’s so important to treat your new hire well, because if you’re welcoming to them, make them feel a part of the team and give them all of the information and resources they need, they will be much more likely to settle in and stick around. Alternatively, if they feel they’ve been left to their own devices, haven’t been properly brought up to speed and don’t feel like a part of the team, they are likely to look elsewhere.
Your on-boarding process can cost you your hire.
Here are some steps you can take to make sure your new hires feel welcome.
Before their first day...
- Contact them before they start: sending an email or having a quick phone call to let them know you’re excited for them to join the team makes a great impression, and gives the new hire an opportunity to voice any concerns or questions they might have prior to their start date.
- Meet the team: it can be useful for your new hire to come in and meet the people they’ll be working with before they start. This gives an opportunity to make a first impression and also takes some of the fear of the unknown out of their first day.
- Send out any resources they should read: it’s useful for this to include a written guideline of the duties of their new role. This will give them a better understanding of what they’ll be doing, avoiding any confusion.
- Make sure you have a plan: be clear on what duties they’ll be doing in their first week and also who they’ll be working alongside. Also, have any admin forms they need to sign ready! If they arrive and you are unprepared, this makes an awful impression.
On their first day...
- Keep it casual: casually introduce them to your team and acknowledge it’s their first day, but keep it light. This will be less intimidating.
- Make yourself available: it gives a bad impression if you come across as uninterested or unaware your new hire is even there. It’s important for them to know you are there to answer questions and give direction. This will also help you to create a rapport and make them feel a part of the team.
- Invite them to lunch: it sounds trivial, but making sure they have an opportunity to go to lunch with someone everyday during the first week.
The first 6 months...
- Give them regular feedback: it’s important to let your new hire know how they are doing. Schedule one-on-one informal meetings to make it clear that you know what they are contributing and give them the opportunity to say how they’ve found the job and how settled in they’re feeling.
- A thank you goes a long way: praise them for a job well done! It feels good to hear you’ve done a good job, and will make you feel happier in the work you are doing.
- Ask for performance reviews: after the first week or so you’ll be spending less time with your new hire as they become more accustomed to the job. It’s important to monitor their performance, a good way to do this is through your own eyes, of course. But also ask for reviews from the rest of the team, this will give insight into how they’ve taken to the role as well as how they’ve slotted into the team.
It might seem obvious that treating your new employees well will result in them staying around for longer… But it’s actually really important to follow through with these steps. To you, it might seem like the hiring process has finished after the new hire’s first day, but the reality is you need to be consist.
For all of your employees, it’s important to provide a happy company culture. But, it’s even more vital for new hires, because they haven’t built up the same loyalty to your company. Understandably, if they feel unimportant or isolated in your team, many won’t hesitate to start looking for jobs elsewhere!
The success of your on-boarding process generally comes down to organisation and manners. If you’re prepared for your new hire to arrive and give them the attention they need - and continue this past the first week – you will have a successful on-boarding. Otherwise, you’ll be back to having empty positions to fill.
Once your new hire has been successfully on-boarded, hopefully they’ll stick around and you can get back to business as usual!