The hiring decision has been made. References checked. Offer of employment made and accepted. Ready to move on to the next new hire process? Not so fast.
Just when you think the recruitment process is over, there is one more step to go – setting up the employee for a positive start to their new job. The last step of a successful recruitment campaign is also the first step for ensuring that all of the hard work put into hiring the right person transitions into a successful employment relationship for all involved. While we may think that the outcome of a recruitment process is the hiring of a new employee, the bigger outcome is the establishment of a long-term commitment by both the employer and the new employee to work together and achieve organizational goals.
This is where a successful on-boarding program comes into play. Think of the excitement that most people have on the first day of their new job. If there is nothing provided by the employer to meet that excitement, disappointment steps in. Very quickly, that new employee may decide to become an ex-employee, which means the recruitment process will have to be rolled out all over again.
A recent American based survey, indicates that up to 30% of new hires will leave their employer within the first 90 days of work, if they feel they have not been properly integrated into their new work environment. The reduction of that potential loss is explored in response to these survey results by providing simple but effective tips that connect ‘both the hearts and minds’ of new recruits.
Click here to read the need for on-boarding article.
As suggested in the article, the content of any first day on-boarding program sets the tone for the days that follow for new employees.
Let’s make sure those days are worth all of the effort it took to get them started.
- At your most recent place of employment did you receive an orientation or an on-boarding session? How did the process work for you?
- After the first three months with your current employer, did you consider leaving? Why or why not?
- What advice would you give to an employer about the benefits of having an on-boarding program that is directly connected to a recruitment strategy?