First impressions matter
Candidates are judging us when being interviewed on our professionalism and we are looking at them to see if they’re the perfect candidate fit.
Second “first” impressions also matter – the onboarding process. This sets the tone of your employee’s experience and can be the start of the end if not handled well.
Have your employees been onboarded correctly?
Many organisations spend huge amounts of capital on their talent acquisition strategy and drop the ball once the ink dries on the contract. This “drop the bait, catch the big fish and leave them to sink or swim” is hurting your employer brand more than you think.
Studies show that it can cost a company up to 40% of an annual salary to hire a new employee – yet we’re not trying to remedy the reasons people leave new jobs in the first place.
Onboarding sets the tone for the employee’s time at your organisation and can be the start of the end if not handled well.
The onboarding error:
- A bad onboarding process leads to premature turnover
- A disconnect with the company culture and values
- Loss of good talent – what was the point in finding the talent in the first place?
To have an employee not living the company’s brand is a lost opportunity and a risk in terms of turnover and performance.
So, what’s the secret?
You want your employees to feel welcomed and special on their first day. That way, you’ll see more enthusiasm and confidence in their skills and with their ideas. If your employees love coming to work every day, you’ll achieve a greater turnover and a more productive environment.
It’s all in the facts
Organisations that get it right improve new hire retention by 82% and productivity by over 70%, with benefits including improved talent acquisition, increased productivity from the get-go, increased employee retention, and it promotes a better corporate culture from the ground up.
It’s not only about making sure they can perform at their best, but a great opportunity to show them the benefits of working for you. It can increase job satisfaction, employee engagement, and build a sense of trust with you, the employer. Investing in this is investing in the overall performance of your business.
A simple way to start
- Send a Welcome email a few days before the new employees start so that they gain helpful insights as to what they may need.
- Setup their workspace
- Give them a welcome pack which will include their email address and login details
- Have an onboarding guide and team in place for any questions needing to be asked