Head Of Tech (Permanent)
CTO/Leads, Developers, GreenTechView profile
So you’ve finally found your superstar. Offer accepted, start date for your new hire in the diary, phew.
What should you do now to make sure they feel welcomed, get settled in and start to perform ASAP?
You won’t be surprised to know that candidates that leave within their probation period often point to their onboarding experience as one of the reasons why it didn’t work out. Christine Marino in ‘7 Need to know facts about onboarding’ states that onboarding programs can increase retention by 25% and improve employee performance by 11%. She also claims that employees who participate in a structured onboarding program are 69% more likely to stay with an organization for 3 years and that 15% of employees said the lack of an effective onboarding program aided in their decision to quit.
As recruiters we’re often perplexed when we hear of candidate accounts of that fragile period that covers the last week of their working notice and the first of their new role –particularly when it was such a lengthy process finding and securing their services in the first place.
Here are the most common complaints we come across:
‘I hadn’t heard from them for a few weeks, I had to follow up to find out at what time to arrive’
‘Would have been nice to know what I’ll be working on or need to prepare for’
‘They forgot that I was starting and I didn’t get a PC for a week’
‘Nobody seemed particularly interested in talking to me, I was left to my own devices’
Everyone ought to remember the nervous anticipation of starting a new role. It’s natural to want to know what to expect, how you can hope to build a good reputation and impress quickly and what the first week looks like. Put yourself in the new recruit’s position, how would you feel?
Why should you bother?
Every company is different with how they do it, but the ones who retain good staff will do so from that first impression. Time to have a strategy if you don’t have one, it’ll pay off in the long run.
We’d love to hear what makes up your onboarding process, drop us a line to let us know!