All HR professionals are well versed in the “exit interview.” But have they heard of the “entry interview”?
We spend so much time and energy trying to find and select the correct employee – but that really is only the starting point. The real HR work starts when the new employee shows up for their first day of work. Orientation and effective employee on-boarding is vital to any organization’s success.
Most organizations are not very good at on-boarding new employees. According to statistics from Hierology website:
- Approximately one-third (33%) of new hires look for a new job within the first six months, and about one-quarter (23%) leave before a year on the job.
- The total cost of turnover per employee typically ranges from 100–300% of the individual’s salary.
These are shockingly high numbers and all HR professionals should take note.
It may be time to expand on the exit interview concept and bring it forward as part of your company’s on-boarding process. The entry interview can be a great tool to get to know new employees, make then more productive sooner, and reduce the chance that they will leave your organization. Click here to read more about entrance interviews.
Entry interviews are relatively new and there is not much evidence-based research on them yet, but it may be a trend worth watching and implementing.
Your VP of HR has asked you to research the benefits of making entry interviews. Conduct some research and develop a list that identifies organizations that are using employee entry interviews.
Develop a five-minute PowerPoint presentation on the potential benefits of these interviews.